Senior Manager, HR Business Partners

General Purpose

The Sr.

Manager, HR Business Partners is an HR leader responsible for developing a high performing HR Business Partner (HRBP) team, strengthening the capability of facility level HR teams, and executing the long-term HRBP strategy for the enterprise.

This role operates as a player coach and strategic execution partner to the VP, HR Business Partners.

The Director ensures HRBPs consistently operate as credible, business minded advisors to leaders across a large, distributed organization, while reinforcing a clear, scalable HRBP operating model.

This role does not own HR operations or transactional delivery.

Instead, it focuses on consultative excellence, workforce strategy, leadership effectiveness, employee relations judgment, and enterprise capability building, in close partnership with HR Centers of Excellence.

Essential Duties

HR Business Partner Leadership & Capability Development


* Lead, coach, and develop a team of HR Business Partners as consultative, business facing advisors.



* Set clear expectations for HRBP "standard work," including how HRBPs:
+ Diagnose business and people issues
+ Influence and coach leaders
+ Translate business priorities into people strategies


* Build HRBP capability in:
+ Business and financial acumen
+ Workforce planning and organizational effectiveness
+ Executive communication and influence
+ Employee relations judgment and risk awareness



* Data informed problem solving



* Establish ongoing coaching, case reviews, calibration, and development routines to continuously raise the HRBP talent bar.

Business Acumen & Strategic Partnership


* Develop deep fluency in the organization's operating model, performance drivers, labor environment, and leadership challenges.


* Ensure HRBP guidance is grounded in operational reality, not abstract HR theory.


* Translate enterprise and regional strategies into clear, executable people priorities through HRBP partnership.


* Model the expectation that HRBPs understand and speak the language of leaders—quality, growth, productivity, risk, and workforce stability.

Execution of the HRBP Operating Model & VP Strategy


* Partner closely with the VP, HR Business Partners to execute the HRBP operating model, including:
+ Role clarity and decision rights
+ Governance and escalation principles
+ Core operating rhythms and expectations



* Own the day-to-day execution and adoption of this model across the HRBP team.



* Provide structured, actionable input to the VP, including:
+ Field insights and emerging trends
+ HRBP capability gaps
+ Adoption challenges and recommended adjustments
+ Progress against strategic priorities

Facility HR Capability & Enablement


* Strengthen facility level HR execution through enablement, not ownership.


* Design and deliver ca...