Senior Human Resources Business Partner

Join our team as a Senior Human Resources Business Partner. In this role, you will serve as the primary HR partner for a portfolio of corporate organizations, working directly with Directors, VPs, and members of the executive team on various HR-related matters. You will lead the annual review calibration, promotion, and merit cycle for your assigned organizations, coach and develop managers, advise on complex employee relations situations, and own strategic initiatives. Additionally, you will design HR processes and frameworks, use AI tools to accelerate your work, and model strong HRBP partnership for your teammates.

• Servir como el principal socio de recursos humanos para un portafolio de organizaciones corporativas, trabajando directamente con directores, vicepresidentes y miembros del equipo ejecutivo en áreas como el rendimiento, las relaciones laborales, la compensación y el desarrollo profesional.
• Liderar el proceso de revisión anual, promoción y ciclo de méritos para las organizaciones asignadas, desde la preparación hasta la facilitación y los resultados finales.
• Asesorar sobre situaciones complejas de relaciones laborales, equilibrando lo que es correcto para el empleado con lo que es correcto para el negocio, y ser responsable de iniciativas estratégicas con las partes interesadas.

• A track record of leading — not just supporting — a calibration, promotion, or merit cycle, ideally in a high-performance culture
• Genuine curiosity about AI and new tools — you don't need to be an expert, but you try things and iterate
• A history of designing or improving an HR process, not only executing existing ones
• Broad HR experience in a fast-moving environment, whether built as an HRBP, People Partner, generalist, or through a similarly hands-on path
• A track record of owning ambiguous people problemsa strategic initiative end-to-end for a business leader — from figuring out what’s really happening problem definition through execution
• Comfort advising and coaching leaders up through the executive level, including through difficult or high-stakes conversations
• You've used AI to build a real, scaled workflow improvement — not just experimented with a chatbot
• You've navigated a genuinely messy calibration or performance case (conflicting data, an underdeveloped process, a hard people call) and can talk through how you diagnosed skill vs. will and chose your approach
• You've changed a leader's mind through data and judgment, not authority, resulting in a meaningful business outcome
• You've mentored or shaped how peers approach HR partnership, without being asked to