Senior Human Resources Business Partner
Overview
Job Description The Senior Regional HR Business Partner is a senior strategic partner accountable for regional HR outcomes, translating global people frameworks into compliant, culturally effective regional execution. The role drives workforce and leadership effectiveness, partners closely with LOB HRBPs and COEs to ensure aligned, end‑to‑end support, and brings regional insight to enterprise HR strategy. It is a senior IC role that influences enterprise outcomes without formal people‑management responsibility.
Responsibilities
Key Responsibilities Strategic Business Partnership Partner closely with Line of Business (LOB)–aligned HR Business Partners and business leaders to align talent strategies, organizational actions, and leadership support across intersecting parts of the business, ensuring clarity of roles, handoffs, and decision ownership. Partner with regional senior leaders to align talent, organizational, and workforce strategies with business objectives across one or more countries or regions. Partner with LOB HRBP and business leaders to bring forward regional insights (labor market trends, regulatory landscape, talent availability) that inform and shape broader people strategies Organizational Effectiveness & Workforce Strategy Align with LOB HRBP to and execute region-specific organizational design, workforce planning, and change initiatives, including restructures, role clarity, capacity planning, and future-state workforce modeling within assigned geographies. Partner with LOB HRBP execute region-specific organizational design, workforce planning, and change initiatives, including restructures, role clarity, capacity planning, and future-state workforce modeling within assigned geographies. Apply advanced organizational development and change management practices to support transformation, growth, and operating model evolution. Leadership & Talent Enablement Coach and advise regional senior leaders on leadership effectiveness, team dynamics, dispersed teams, performance management, and talent decisions. Coordinate with LOB HRBP to support succession planning, leadership readiness, and development planning for critical roles, informed by regional talent availability and capability needs. Regional HR Ownership Serve as the primary point of accountability for regional labor law expertise and risk mitigations, ensuring people decisions are compliant, practical, and aligned to local requirements. Own end‑to‑end regional HR delivery across assigned geographies,, balancing global standards with local labor laws, market realities, and cultural norms to ensure practical, business‑relevant decisions. Lead complex, multi-country employee matters, partnering with legal, ER, and regional leaders to mitigate risk and ensure disciplined, compliant execution aligned with enterprise standards. Lead or contribute to enterprise-wide HR initiatives (culture, engagement, leadership frameworks, workforce transformations, DEI), ensuring effective adoption and relevance within the region. Scope & Role Characteristics Works in a matrixed HRBP model, requiring strong collaboration and alignment with Line of Business–aligned HR Business Partners to deliver integrated outcomes across shared client groups. Owns delivery for large, complex, or high-impact client groups, initiatives, or regional populations. Influences outcomes through credibility, expertise, and partnership rather than formal authority. Basic Qualifications
Minimum Qualifications
Bachelor’s degree required, advanced degree or equivalent experience preferred. 8–12+ years of progressive HR experience, including significant experience in a senior HR Business Partner or equivalent role. Demonstrated experience supporting leaders across multiple countries and regions, with exposure to differing employment laws, cultures, and workforce models. Proven success operating in global, matrixed environments, partnering with both local leaders and global HR teams. Strong experience across multiple HR disciplines, including organizational effectiveness, employee relations, workforce planning, talent strategy, and change management. Professional Capabilities Strong executive presence and credibility with senior leaders across geographies. Strategic, systems-oriented thinker with the ability to balance global consistency and local nuance. Excellent judgment and discretion when navigating complex, high-risk people decisions. Advanced consulting, communication, and stakeholder management skills. Data-informed decision-maker comfortable navigating ambiguity and scale. Apply To This Job