Senior HR Business Partner

Why join OCLC? 

OCLC is consistently recognized as a best place to work by several independent programs. We recognize and reward people and results with a comprehensive Total Rewards package. This means competitive compensation that reflects your unique contributions—performance, experience, and skills—along with exceptional benefits, including best-in-class health coverage, retirement plans with generous company contributions, and a commitment to your overall well-being.

• We know the best ideas don’t always happen at a desk. Take a walking meeting around our 100-acre campus or enjoy lunch on the patio. We’re committed to your success—both personally and professionally. Hybrid work environment: For many roles, three days a week on-site, with occasional additional days based on business needs. 

• Free use of our on-site fitness center, gym sports, group exercise classes, and game room 

• Onsite catering and cafeteria subsidized by OCLC 

• Health and wellness events 

• Work environments with individual and team spaces and the latest technology tools 

• Paid parental leave and adoption assistance 

• Tuition reimbursement and Public Service Loan Forgiveness eligibility 

• Company-subsidized pricing on local tickets and memberships 

Join us in transforming how people everywhere access information and be part of a mission-driven team that makes a global impact. 

The job details are as follows:The Senior HR Business Partner serves as a strategic advisor and trusted partner to business leaders, aligning people strategies with organizational goals. This role builds strong, trust-based relationships to provide expert consultation across talent management, workforce planning, organizational effectiveness, employee relations, change management, leadership development, and employee engagement. Leveraging business acumen, data analytics, and AI tools, the Senior HRBP helps drive organizational performance, strengthens leadership capability, and fosters a positive employee experience.

Key Responsibilities

Strategic Business Partnership

• Partner with senior leaders to develop and execute people strategies that support our strategic and organizational objectives.
• Serve as a trusted advisor on organizational design, workforce planning, talent management, and change initiatives.
• Translate business priorities into actionable HR solutions and programs.
• Provide guidance on complex organizational and workforce challenges.
• Support organizational restructuring, M&A activity, and other enterprise-wide transformation initiatives as needed.
• Partner with Compensation and Organizational Development and Learning (ODL) to assist in the management of company-wide programs that address workforce development, key employee retention, succession planning, and organizational effectiveness.

Talent Management & Workforce Planning

• Facilitate talent review and succession planning processes in partnership with senior leaders and the Organizational Development and Learning team to identify and develop critical talent pipelines.
• In partnership with leaders, identify talent gaps and develop strategies to attract, retain, and develop critical talent.
• Use workforce data to proactively identify flight risk, skill gaps, and critical role vulnerabilities.
• Partner with Talent Acquisition to support recruitment strategies for key positions.
• Partner with Compensation and Organizational Development and Learning on supporting pay reviews and regular processes such as performance reviews and talent calibration.

Leadership Coaching & Development

• Build leadership capability by providing ongoing coaching, feedback, and development support to managers and senior leaders.
• Coach managers and leaders on performance management, employee development, team effectiveness, and leadership practices.
• Assess leadership capabilities and recommend development opportunities.
• Facilitate leadership development programs and workshops in partnership with Organizational Development and Learning as needed.
• Collaborate with Organizational Development and Learning and internal or external partners to design and deliver management and leadership development initiatives.

Employee Relations & Performance Management

• Provide guidance on employee relations matters, investigations, policy interpretation, and conflict resolution.
• Partner with leaders to address performance concerns and develop appropriate action plans.
• Ensure consistent application of company policies and employment practices.
• Mitigate organizational and legal risks through proactive consultation.
• Maintain current knowledge of employment law and regulatory changes to ensure organizational compliance and minimize risk.

Organizational Effectiveness & Change Management

• Partner with leaders to assess organizational health and design structures that support business objectives.
• Support organizational redesign, restructuring, and change initiatives.
• Partnering with ODL, develop and execute change management and communication strategies.
• Build change capability across the organization by coaching leaders through transitions and developing stakeholder engagement strategies.

Employee Engagement & Culture

• Monitor and analyze employee engagement data, turnover trends, and workforce feedback to identify themes and root causes.
• Develop and implement targeted action plans to strengthen retention, engagement, and organizational culture.

HR Analytics & Data-Driven Decision Making

• Leverage workforce analytics, HRIS data, and AI tools to identify trends, surface risks, and develop data-driven recommendations related to turnover, engagement, talent pipelines, and organizational health.
• Present insights and actionable recommendations to leaders.

Cross-Functional Collaboration & Stakeholder Management

• Build and maintain strong partnerships across HR centers of excellence including Talent Acquisition, Compensation, HRIS, Benefits, and Organizational Development and Learning, and EMEA/APAC HR partners to deliver integrated HR solutions.
• Demonstrate the ability to work effectively in a matrixed organization, managing multiple priorities and stakeholder needs simultaneously.
• Serve as a connector between business needs and HR capabilities, ensuring seamless delivery of HR programs and services.

Qualifications

Required

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field.
• Minimum of 8 years of progressive Human Resources experience, including experience supporting business leaders in a strategic HRBP capacity.
• Demonstrated experience in HR business partner roles with experience in employee relations, talent management, organizational development, recruiting, or leadership coaching.
• Strong knowledge of employment laws and HR best practices.
• Experience leading change management and organizational effectiveness initiatives.
• Excellent consulting, influencing, communication, and relationship-building skills.
• Strong analytical and problem-solving abilities with ability to manage multiple priorities.
• Strategic business acumen and ability to align people strategies with organizational goals.
• Strong professional presence and ability to influence associates and leaders. 
• Ability to manage complex employee relations and organizational issues.
• Data-driven decision-making and workforce analytics capability.
• High degree of professionalism, discretion, and confidentiality.
• Experience utilizing HRIS platforms, (preferred Workday), to manage and analyze workforce data.

Preferred

• Master's degree in Human Resources, Business Administration, Industrial or Organizational Psychology, or related field.
• Professional HR certification such as Society for Human Resource Management Senior Certified Professional (SHRM-SCP) or HR Certification Institute Senior Professional in Human Resources (SPHR).
• Experience supporting technology, professional services, business to business companies, or matrixed organizations.
• Experience supporting internationally distributed teams.
• Experience with AI-enabled HR tools and workforce analytics platforms.

Working Conditions: Normal office environment.

ADA/EAA: The above statements cover what are generally believed to be principal and essential functions of this job. Specific circumstances may allow or require some people assigned to the job to perform a somewhat different combination of duties.