Senior HR Business Partner

The Senior Human Resources Business Partner, Data & Technology, serves as a senior strategic advisor and thought partner to business leaders, translating organizational goals and business priorities into practical talent, leadership, workforce, engagement, organizational design, and operating model strategies that improve business performance, strengthen leadership effectiveness, and enable sustainable growth. 

Partnering with executive leaders, HR Centers of Excellence, Finance, Legal, and external talent partners, the Sr. HRBP diagnoses organizational needs, develops and executes integrated people strategies across complex, matrixed, and global organizations, drives talent decisions with business impact, and ensures core HR programs are delivered with consistency, insight, and business relevance. The incumbent manages sensitive employee relations matters, executive transitions, and compensation and retention investments, often requiring rapid decision-making and stakeholder navigation. 

Key Responsibilities 

Strategic Partnership & Business Alignment 

• Serve as the senior HR partner to Data & Technology functional leaders, translating business priorities into integrated people strategies that support performance, growth, and transformation. 

• Advise leaders on workforce planning, organizational design, operating model changes, engagement, and leadership effectiveness. 

• Use people data, business insights, and organizational diagnostics to influence decisions, identify risks, and prioritize actions that deliver measurable people and business outcomes. 

• Develop and present strategic recommendations to senior business leaders; build thought partnership and trusted advisor relationships through insight, sound judgment, and business acumen. 

Talent & Leadership Development 

• Lead talent reviews, succession planning, leadership coaching, and capability planning to build strong leadership pipelines and future-ready teams. 

• Coach leaders and managers on performance management, feedback, development planning, team dynamics, and the effective resolution of complex people matters. 

• Partner with Talent Development and HR Centers of Excellence to implement learning, development, performance, compensation, and talent programs aligned to business needs. 

• Conduct and analyze executive exit interviews; identify and synthesize themes to inform organization strategies. Share findings and recommendations with executive stakeholders. 

• Coordinate executive onboarding and offboarding processes, including transition planning for senior leaders; manage knowledge transfer and team continuity during key leadership transitions. 

• Partner with external executive search firms, staffing agencies, and recruitment partners to identify, screen, and onboard senior-level talent; manage recruitment timelines and approval processes. 

Organizational Effectiveness & Transformation 

• Assess organizational health, structure, skills, ways of working, leadership effectiveness, and engagement using data from engagement surveys (e.g., Glint), exit interviews, and workforce analytics to identify targeted improvement opportunities. 

• Lead and support people-related transformation initiatives including organizational restructuring, operating model changes, center of excellence development, culture shifts, engagement actions, and change adoption plans. 

• Develop organizational diagnostics and present recommendations to senior business leadership; partner with stakeholders to prioritize and implement actions with clear business impact. 

Employee Transitions & Risk Management 

• Manage complex employee transitions including resignations, terminations, role changes, organizational restructuring, and reduction-in-force activities; ensure appropriate legal compliance, documentation, and severance management. 

• Serve as escalation point for sensitive employee relations matters including performance management, complex interpersonal dynamics, compliance risks, and potential litigation matters. 

• Partner with Legal and other stakeholders to ensure regulatory compliance across employment matters including WARN Act, OWBPA, wage & hour, and state-specific employment law requirements. 

HR Program Execution & Partnership 

• Ensure consistent execution of core HR programs, policies, and practices across assigned functional areas; partner with HR Advisors, Centers of Excellence, Legal, and shared services teams on policy interpretation and program delivery. 

• Coordinate with HR Advisors and Centers of Excellence on recruiting, onboarding, benefits, compensation, performance management, and learning/development program execution and effectiveness. 

Data & Analytics 

• Analyze workforce data across multiple dimensions including headcount trends, attrition, performance ratings, compensation levels, promotion velocity, diversity metrics, engagement survey results, exit interview trends, and recruitment metrics. 

• Partner with HR Analytics/Centers of Excellence and Finance on data validation, analytical rigor, and executive presentation. 

Cross-Functional Collaboration & Stakeholder Management 

• Manage strategic relationships with multiple stakeholder groups including C-suite and L55+ executive team, mid-level directors and managers, HR Advisors, HR Centers of Excellence, Finance, Legal, external recruiters and staffing partners, and global HR peers. 

• Lead multi-stakeholder approval workflows for sensitive and complex HR decisions including executive compensation, organizational restructuring, and turnover. 

• Coordinate with Finance on budget implications and financial impact of talent, compensation, and restructuring decisions; develop business cases for people investments. 

• Serve as primary HR point-of-contact for assigned business units; take ownership of relationship building, responsiveness, and alignment to business results. 

Qualifications 

• Bachelor's degree in Human Resources, Business Administration, Industrial/Organizational Psychology, or related field; advanced degree (MBA, MS in HR, MA in Organizational Development) or HR certification (PHR, SPHR, CIPHR) preferred. 

• 10+ years of progressive HR experience, including at least 5 years as an HR Business Partner or equivalent strategic HR role supporting senior business leaders in complex, matrixed, and/or global organizations. 

• Demonstrated experience in organizational design, restructuring, and operating model transformation. 

• Demonstrated experience in performance management and complex employee relations. 

• Demonstrated ability to manage sensitive, confidential matters and make sound judgments in ambiguous, complex situations. 

• Experience supporting global organizations or managing cross-regional teams required. 

Additional Information

At dentsu, we believe great work happens when we’re connected. Our way of working combines flexibility with in-person collaboration to spark ideas and strengthen our teams. Employees who live within a commutable distance of one of our hub offices, currently located in Chicago, metro Detroit, Los Angeles, and New York City, are required and expected to work from the office three days per week (two days per week for employees based in Los Angeles and Detroit). Dentsu may designate other Hub offices at any time. Those who live outside a commutable range may be designated as remote, depending on the role and business needs. Regardless of your work location, we expect our employees to be flexible to meet the needs of our Company and clients, which may include attendance in an office.

The annual salary range for this position is $136,850-$150,000. Placement within the salary range is based on a variety of factors, including relevant experience, knowledge, skills, and other factors permitted by law. Additionally, this position is eligible for discretionary incentive compensation. 

Benefits available with this position include:  

• Medical, vision, and dental insurance, 

• Life insurance,  

• Short-term and long-term disability insurance, 

• 401k, 

• Flexible paid time off, 

• At least 15 paid holidays per year, 

• Paid sick and safe leave, and 

• Paid parental leave. 

Dentsu also complies with applicable state and local laws regarding employee leave benefits, including, but not limited to providing time off pursuant to the Colorado Healthy Families and Workplaces Act, in accordance with its plans and policies.  For further details regarding Dentsu benefits, please visit www.dentsubenefitsplus.com. 

To begin the application process, please click on the “Apply” button at the top of this job posting. Applications will be reviewed on an ongoing basis, and qualified candidates will be contacted for next steps. 

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Dentsu is committed to providing equal employment opportunities to all applicants and employees. We do this without regard to race, color, national origin, sex , sexual orientation, gender identity, age, pregnancy, childbirth or related medical conditions, ancestry, physical or mental disability, marital status, political affiliation, religious practices and observances, citizenship status, genetic information, veteran status, or any other basis protected under applicable federal, state, or local law. 

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