Hrbp Jobs

About The Position

Requirements

• A business operator's mindset: you think and act like a business leader, not just a People specialist. You understand how organizational decisions impact business delivery and can navigate constraints and trade-offs.
• You've led large-scale transformation — building operating models, redesigning processes, modernizing functions — by examining how work actually gets done. You can manage the gap between current state and future vision.
• Strong ability to use data to benchmark performance, make informed decisions, and recommend solutions. You can read and interpret people analytics and operational metrics, and you spot patterns others miss.
• Direct coaching and client support experience. You build trusted partnerships with leaders and help them navigate complexity. Experience working with business functions beyond HR is a plus.
• Understanding of how AI is changing talent, work, and organization design — and a genuine passion for building learning-led cultures and enabling continuous upskilling. You can help leaders think through the implications for structure and capability.
• Proven track record leading large-scale organizational or technology transformation. You navigate change and help it actually stick.
• Ability to move fluidly across domains — strategic thinking, operational execution, organizational design, tactical problem-solving — and work effectively with multiple stakeholder groups.
• Outstanding interpersonal and communication skills. You bring people together, build real relationships, and explain complex changes simply.
• Comfort with ambiguity and independent work. You juggle complex issues, prioritize with limited guidance, and thrive in unstructured environments.
• The confidence to challenge respectfully — to push back on ideas when it matters, ask hard questions, and influence decisions with data and clear thinking.
• 8+ years of professional experience in talent strategy, organizational effectiveness, or in relevant experience within the business.

Responsibilities

• Immerse in the business to understand strategic priorities and constraints. Partner with leaders to translate business goals into actionable talent and organizational strategies that drive measurable outcomes. Anticipate how an AI-forward org and evolving ways of working change the talent and capability needs.
• Help shape the future of how an AI-enabled HR organization operates. Global People is architecting a transformational reinvention, and you have the rare opportunity to build from the ground up — establishing the culture, practices, and capabilities that will define how our function works and learns in an AI era.
• Inspect how work actually gets done and redesign workflows and operating models. Identify inefficiencies and gaps. Work with leaders to close the distance between current state and future vision, considering both human roles and AI agent contributions.
• Lead annual performance and development cycles — goal setting, talent reviews, calibrations, succession planning — with consistent and equitable execution. Use these moments to advance learning and upskilling in areas like AI literacy and modern operating models.
• Use people data and operational data to surface risks and organizational effectiveness issues. Spot patterns in attrition, engagement, performance, and AI readiness; recommend targeted interventions.
• Partner with Compensation, Benefits, Learning & Development, People Analytics, Talent Acquisition and other subject matter experts to design and deliver solutions that fit the business needs and scale appropriately.
• Advise leaders on organizational design, team structures, roles, and operating models — especially as work evolves. Help them think through team structure and how responsibilities shift between humans and AI. Guide them through restructures, new processes, and scaling.
• Support workforce planning by anticipating hiring needs, identifying and closing skill gaps, and building succession pipelines for critical roles. Think strategically about where AI agents augment or replace functions.
• Drive culture and engagement initiatives across Global People: make sure people feel heard, managers have what they need, policies get applied consistently.
• As you establish the model within Global People, you'll have the opportunity to scale these practices and partnerships across Corporate Functions.

Benefits

• Flexible scheduling
• Remote work options