Sr. Principal, HR Business Partner

Cotality • Irving, TX

2d

About The Position

At Cotality, we are driven by a single mission—to make the property industry faster, smarter, and more people-centric. Cotality is the trusted source for property intelligence, with unmatched precision, depth, breadth, and insights across the entire ecosystem. Our talented team of 5,000 employees globally uses our network, scale, connectivity and technology to drive the largest asset class in the world. Join us as we work toward our vision of fueling a thriving global property ecosystem and a more resilient society. Cotality is committed to cultivating a diverse and inclusive work culture that inspires innovation and bold thinking; it's a place where you can collaborate, feel valued, develop skills and directly impact the real estate economy. We know our people are our greatest asset. At Cotality, you can be yourself, lift people up and make an impact. By putting clients first and continuously innovating, we're working together to set the pace for unlocking new possibilities that better serve the property industry. Job Description: Due to internal growth, we are seeking a Sr. Principal, HR Business Partner to serve as the strategic people leader for our Production & Delivery function within Tax Service Operations—our largest global operations business unit. In this Senior Director-level capacity, you will act as the primary architect of workforce strategy, partnering directly with executive leadership to drive organizational transformation, operational scalability, and continuous modernization. This role moves beyond traditional HR support; it is a catalyst for business evolution. You will lead high-stakes initiatives including organization design, global location strategy (offshoring/nearshoring), and M&A integration. By leveraging advanced people analytics and deep business acumen, you will translate complex operational objectives into targeted talent strategies that improve client outcomes and ensure sustainable cost efficiencies. The ideal candidate is a change agent who champions technology-enabled HR innovation, fosters a culture of inclusion and agility, and possesses the executive presence to challenge and coach senior leaders through complex business cycles.

Requirements

• Experience: 10+ years of progressive Human Resources experience, with at least 5 years serving as a strategic partner to senior executive leadership (VP/SVP/C-Suite) within a large-scale, global operations environment.
• Global Operations Expertise: Proven track record leading workforce planning for complex global teams, including experience with offshoring and location strategy optimization.
• Transformation & M&A: Extensive experience leading end-to-end people integration for mergers, acquisitions, and divestitures. Must demonstrate the ability to manage cultural and operational harmonization during periods of significant change.
• Data & Analytics: Advanced proficiency in people analytics. Ability to utilize tools (e.g., Visier, Culture Amp, Tableau, Workday) to derive insights, forecast trends, and influence executive decision-making regarding retention, performance, and engagement.
• Education: Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, or a related field.
• Strategic Organization Design: Deep expertise in restructuring, process reengineering, and automation-driven workforce evolution to drive scale and efficiency.
• Talent Architecture: Experience designing and implementing modern career frameworks, skills taxonomies, and mobility programs that align with future business demands.
• Executive Coaching: Demonstrated ability to act as a trusted advisor and coach to senior leaders, improving leadership effectiveness, succession planning, and organizational health.
• Change Leadership: Mastery of change management methodologies (e.g., Prosci) to drive adoption of new technologies, hybrid work models, and cultural initiatives.
• DEI Leadership: Strong history of implementing enterprise-wide diversity and inclusion strategies (e.g., inclusive leadership training, diverse slate hiring) that result in measurable cultural improvements.

Nice To Haves

• Advanced Education: Master’s degree (MBA or MA in HR/OD) preferred.
• Certifications: SPHR, SHRM-SCP, or extensive Change Management certification.
• Industry Knowledge: Background in FinTech, Tax Services, or Financial Services operations is highly desirable.
• Tech Savvy: Experience piloting or implementing AI-driven HR tools or skills-based talent platforms.

Responsibilities

• Strategic Business Partnering & Organizational Design Executive Consultancy: Act as the primary strategic people partner to the Production & Delivery Tax Service Operations executive leadership team. Co-author business strategies that align workforce capability with financial and operational goals.
• Global Location Strategy: Architect and execute complex location strategies, including offshoring, to enhance operational resilience and cost-efficiency across global sites.
• Organizational Effectiveness: Lead continuous organizational design reviews to ensure structures are agile and flattened. Identify opportunities for process reengineering and automation to drive scale and improve client outcomes.
• M&A and Divestiture Integration: Direct the end-to-end people strategy for mergers, acquisitions, and divestitures. Lead due diligence, cultural harmonization, and talent integration (e.g., leveling, compensation alignment) to ensure seamless business continuity.
• Change Management: Serve as the change architect for major operational pivots. Design frameworks to support the workforce through digital transformation, automation adoption, and hybrid work evolution.
• Strategic Workforce Planning: Translate long-term business objectives into actionable workforce plans. Anticipate future skill gaps and labor market trends to build a "ready-now" workforce for upcoming tax seasons and operational cycles.
• People Analytics: Leverage advanced analytics tools (e.g., Visier, Culture Amp, Workday) to diagnose organizational health. Provide executive dashboards and narrative insights on retention risks, hiring velocity, and engagement drivers to influence capital allocation and operational decisions.
• Modernizing Talent Frameworks: Champion the evolution of career architecture. Move beyond traditional job ladders to implement skills-based taxonomies and internal mobility marketplaces that encourage cross-functional growth and retention.
• HR Innovation: Pilot and scale new HR technologies and digital solutions that enhance the employee experience and streamline talent operations.
• Executive Coaching & Succession: distinctively improve the effectiveness of the leadership bench. Facilitate rigorous succession planning processes for critical roles to mitigate risk and ensure leadership continuity.
• Culture & DEI Stewardship: Operationalize enterprise DEI initiatives. Embed inclusive behaviors into performance management and hiring practices to foster a sense of belonging across diverse, global teams.
• Talent Mentorship: Provide active mentorship to emerging HR talent and peers within the HR function, elevating the overall strategic capability of the Human Resources organization.

Benefits

• Time off: Generous PTO and 11 paid holidays, plus well-being and volunteer time off.
• Family Support: Up to 16 weeks of fully paid parental leave and a baby stipend.
• Health: Multiple medical plan options with mental health and wellness support offerings.
• Retirement: 401(k) with company match and vesting after one year.
• Financial Perks: $400 annual well-being stipend and tuition assistance up to $5,250.
• Extras: Recognition Rewards, Referral bonuses, exclusive discounts and more!

What This Job Offers

• Job Type: Full-time
• Career Level: Senior