HR Business Partner (Remote)

Responsibilities:

Functional Talent Strategy & Org Design (The "What")

• Global Strategic Lead: Identify root-cause business challenges for assigned functions and translate them into a multi-year global HR roadmap.
• Organizational Architecture: Lead organizational design and restructuring initiatives for the function, ensuring global scalability and alignment with company goals.
• Succession & Talent Reviews: Own the annual global talent review and succession planning process for the function, identifying high-potential talent and bridging leadership gaps.
• Workforce Planning: Partner with Finance and Functional Heads to lead global headcount planning and talent acquisition prioritization.

Matrix Collaboration (Functional vs. Regional)

• Regional Partnership: Collaborate with Regional HR Leaders (Americas, EMEA, APJ) to adapt global functional strategies to local legal and cultural requirements.
• One Voice to Leadership: Serve as the primary point of contact for the function's senior-most global leaders, ensuring they receive coherent and coordinated HR support.
• Global Consistency: Ensure HR programs (Performance, Compensation, DEI) are implemented with consistency across all regions for the specific function.
• Operational Handoffs: Manage explicit handoffs to Regional HR for local Employee Relations, compliance, and office-specific culture initiatives.
• Information Exchange: Ensure vital information is flowing between yourself, the function you’re supporting, and the regional HR leaders. Empowerment through coordination and collaboration is the way!

Leadership Coaching & Performance

• Executive Advisory: Act as a trusted sounding board and coach for senior executives on people-related decisions, org health, and leadership behavior.
• Proactive Performance: Partner with Employee Relations and Regional HR to inculcate a high-performance culture, guiding managers on talent assessment and complex performance management.
• Compensation Strategy: Collaborate with the Total Rewards COE to broker scalable compensation and pay-equity strategies that align with functional benchmarks.

COE & Operational Integration

• COE Liaison: Interface with Talent Acquisition, Talent Management, and Total Rewards to deliver specialized solutions that address functional pain points.
• Systems Optimization: Advocate for and help accelerate "Manager Self-Service" and automation in partnership with HR Operations to improve the functional user experience (UX).

Employee Relations Support

• US Case Support: Partner with Employee Relations to help cover and support any overflow cases (US only). This includes direct work on disciplinary items, investigations, grievance resolution, and offboards.

Qualifications:

• Bachelor’s Degree in HR, Business, or a related field (Master’s/MBA preferred).
• 10+ years of progressive HR experience, with at least 5 years in a strategic HRBP capacity supporting global/matrixed organizations.
• Matrix Navigation: Proven ability to influence across reporting lines—balancing global functional needs with regional operational realities.
• Outside-In Thinking: Ability to develop HR solutions starting with the business client’s needs and moving toward process design.
• Strategic Diplomacy: Exceptional communication skills; ability to manage "Functional vs. Regional" tensions and escalate issues via defined protocols.
• Systems Fluency: Proficiency with Workday and a data-driven approach to HR analytics.
• Discretion: Expert-level judgment in handling highly confidential executive-level matters.
• Exceptional Collaboration: This role will need to collaborate with HRBPs, regional HR teams, and COE teams.