Senior HR Business Partner (Strategic Advisor)

At Freddie Mac, our mission of Making Home Possible is what motivates us, and it’s at the core of everything we do. Since our charter in 1970, we have made home possible for more than 90 million families across the country. Join an organization where your work contributes to a greater purpose.

The HR Business Partner (HRBP) job family represents strategic advisors who partner with business leaders to align people and organizational strategies with enterprise priorities. Members of this job family operate as consultants and integrators, collaborating with business leaders and across HR Centers of Excellence (COEs) to drive workforce effectiveness, enable organizational agility, and strengthen leadership capability. HRBPs are trusted advisors who use business acumen, data-driven insights, and change leadership to influence decisions that advance business performance and resilience.

The Senior HR Business Partner acts as a strategic consultant to senior leaders, shaping and executing integrated people and organizational strategies that drive business outcomes. This role applies business acumen, systems thinking, market insights, and change leadership to align talent, structure, and culture with enterprise priorities. The Senior HRBP operates with high autonomy and judgment, making strategic decisions across a division or cross-functional area that impact workforce planning and design, leadership capability, and organization performance and effectiveness. The role understands and integrates risk, governance, compliance, and change considerations into strategic planning and execution while balancing business adaptability with enterprise consistency.

Specifically, the Senior HRBP:

• Delivers measurable workforce and organization outcomes that advance business objectives.
• Builds strong, trusted relationships with senior leaders through evidence-based consultation, coaching, and guidance on organization performance and culture.
• Influences leadership decisions through workforce analytics, business context, market insights, evidence-based recommendations, data storytelling, and visualization.
• Drives change adoption that improves engagement, culture, and performance.
• Enhances organizational effectiveness through design and workforce optimization.
• Demonstrates leadership behaviors that promote accountability and innovation.

Qualifications:

• 7+ years of progressive experience in human resources, business consulting, or related strategic roles; bachelor’s degree or equivalent experience in human resources, business, or a related field; master’s degree preferred.

• Advanced expertise in organizational design, workforce planning, talent management, change leadership, and the application of business and financial acumen to workforce decisions.

• Ability to operate with broad autonomy and professional judgment, evaluate tradeoffs, and make strategic decisions affecting divisional workforce and organizational outcomes. 

• Advanced consulting, facilitation, communication, data storytelling, and stakeholder influence skills, with demonstrated ability to advise senior leaders and align diverse partners. 

• Ability to lead through ambiguity, influence without formal authority, drive enterprise alignment, and demonstrate integrity, adaptability, accountability, and risk ownership.

• Strategic Alignment: Translate business objectives into people and organizational strategies that drive measurable impact.
• Organizational Effectiveness: Lead or support workforce planning, organization design, and change initiatives to optimize structure and capability.
• Workforce Planning: Proactively develop and execute plan to align workforce capacity, capability, and composition with current and future business strategy.
• Talent & Leadership Enablement: Shape talent strategies that foster engagement, accountability, and leadership growth.

• Enterprise Integration: Partner across business functions to design and deliver seamless, scalable, and sustainable business-driven workforce solutions.
• Culture & Engagement: Promote a high-performance culture that supports the organization’s values and strategic direction.
• Actionable Insights: Apply business knowledge and workforce insights to inform decision-making.
• Risk Management: Proactively identify, assess, and mitigate people, operational, and organizational risks impacting business continuity, performance, culture, or compliance.

Current Freddie Mac employees please apply through the internal career site.

We consider all applicants for all positions without regard to gender, race, color, religion, national origin, age, marital status, veteran status, sexual orientation, gender identity/expression, physical and mental disability, pregnancy, ethnicity, genetic information or any other protected categories under applicable federal, state or local laws. We will ensure that individuals are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation.

A safe and secure environment is critical to Freddie Mac’s business. This includes employee commitment to our acceptable use policy, applying a vigilance-first approach to work, supporting regulatory mandates, and using best practices to protect Freddie Mac from potential threats and risk. Employees exercise this responsibility by executing against policies and procedures and adhering to privacy & security obligations as required via training programs.

CA Applicants:  Qualified applications with arrest or conviction records will be considered for employment in accordance with the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act.

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Freddie Mac offers a comprehensive total rewards package to include competitive compensation and market-leading benefit programs. Information on these benefit programs is available on our Careers site.