Sr HR Business Partner

Masimo•Irvine, CA

3d•Onsite

About The Position

The Senior Human Resources Business Partner serves as a strategic advisor to executive and senior leadership across R&D, Quality & Regulatory, and General & Administrative (G&A) functions, shaping people and organizational strategies that enable business performance, transformation, and sustainable growth. This role partners with leaders to anticipate organizational needs, strengthen leadership and talent capability, and translate business strategy into integrated workforce solutions. Through strong business acumen, organizational insight, and data-driven decision-making, the Senior Human Resources Business Partner influences critical talent and organizational decisions and leads complex initiatives that advance Masimo’s business and People Strategy. This is an onsite position at our Irvine, CA. headquarters.

Requirements

10+ years of progressive Human Resources experience, including significant strategic HR Business Partner experience supporting executives and senior leadership within complex organizations.
Demonstrated ability to operate as a strategic advisor to executives and translate business strategy into organizational, workforce, and talent strategies.
Extensive experience in organizational design, workforce planning, talent and succession management, leadership development, performance management, and organizational effectiveness.
Proven experience leading complex organizational change, transformation, restructuring, or other large-scale workforce initiatives.
Strong business and financial acumen with the ability to understand business models, functional strategies, organizational dependencies, and the people implications of business decisions.
Demonstrated ability to influence executive decisions, challenge constructively, navigate organizational complexity, and build alignment across senior stakeholders.
Strong analytical capability with demonstrated experience leveraging workforce data, business metrics, and external insights to inform organizational strategy and decision-making.
Strong judgment and executive presence with the ability to navigate highly complex, sensitive, and confidential organizational and employee matters.
Exceptional communication, coaching, facilitation, and stakeholder management skills with the ability to influence effectively across all levels of the organization.
Ability to read, write, and communicate effectively in English.
Ability to draft clear business correspondence, policies, and employee communications.
Ability to facilitate professional conversations with employees, managers, and cross-functional partners

Nice To Haves

Experience supporting R&D, Engineering, Quality, Regulatory, or corporate/G&A functions.
Experience within medical device, healthcare, life sciences, technology, or another highly regulated industry.
Experience supporting complex, matrixed, global, or geographically dispersed organizations.
Experience leading significant organizational transformation, integration, restructuring, or operating model changes.
Experience partnering on executive talent, succession, and leadership development strategies.
Experience with HRIS platforms and people analytics tools, such as Workday.
HR certification such as SHRM-SCP, SPHR, or equivalent.
Advanced degree preferred.

Responsibilities

Serve as a strategic advisor to executive and senior leadership, shaping people and organizational strategies aligned with business priorities, functional objectives, and long-term growth.
Partner with leaders to develop and execute organizational strategies, including operating model and organizational design, workforce planning, restructuring, and capability planning.
Lead strategic talent planning, including executive and critical-role succession, talent assessment, leadership pipeline development, performance management, and identification of current and future capability needs.
Advise and coach executives and senior leaders on leadership effectiveness, organizational dynamics, team performance, talent decisions, and complex business and people challenges.
Lead organizational effectiveness and transformation initiatives, assessing organizational health and designing solutions that strengthen performance, accountability, engagement, and scalability.
Leverage workforce analytics, external trends, and business insights to anticipate organizational risks, identify opportunities, and influence executive decision-making.
Partner with executive leadership and Compensation on organizational leveling, senior-level compensation and promotion decisions, workforce investments, and other strategic talent considerations.
Architect and lead people strategies supporting significant organizational change, restructuring, integration, and transformation, ensuring leadership alignment and effective organizational adoption.
Provide strategic oversight and guidance on complex and sensitive employee relations matters, balancing business objectives, employee considerations, organizational precedent, and risk.
Partner with HR Centers of Excellence and HR leadership to shape and deliver integrated solutions across talent, total rewards, leadership development, employee experience, and organizational effectiveness.
Champion a high-performance, inclusive, and values-driven culture, advising leaders on actions that strengthen leadership accountability, employee engagement, and organizational effectiveness.
Lead enterprise and function-level HR initiatives and contribute to broader People Strategy priorities, identifying opportunities to improve organizational capability, HR effectiveness, and business outcomes.