Senior Human Resource Business Partner

Job Description:

Senior Human Resource Business Partner

Job Summary:

The Senior Human Resources Business Partner (Sr. HRBP) serves as a strategic advisor to executive and senior leadership, aligning people strategies with business objectives to drive organizational performance. This role partners closely with leaders to develop and implement HR initiatives that enhance talent effectiveness, organizational capability, and overall business outcomes. The Sr. HRBP brings strong business acumen and deep HR expertise to influence decision-making and foster a high-performing, engaged workforce.

The ideal candidate has significant experience leading enterprise talent management initiatives, facilitating executive talent reviews and calibration discussions, advancing succession planning strategies, and coaching leaders through complex organizational and performance-related challenges.

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Key Job Responsibilities:

Talent Management & Development

• Lead enterprise-wide talent management processes, including succession planning, high-potential identification, leadership development, and workforce readiness planning.

• Facilitate talent review discussions with executive and senior leadership teams to assess organizational capability and future leadership needs.

• Drive leadership development initiatives that strengthen organizational bench strength and succession pipelines.

• Support leaders in building high-performing teams through coaching, feedback, and targeted development strategies.

• Utilize talent frameworks and assessment methodologies, including 9-Box reviews, talent segmentation, and succession planning tools, to guide talent decisions.

Performance Management

• Lead and continuously improve performance management processes, including goal setting, performance reviews, manager coaching, talent assessments, and development planning.

• Facilitate performance calibration sessions across functions and leadership teams to ensure fairness, consistency, and alignment in performance outcomes.

• Coach senior leaders and executives through complex performance management situations, including employee development, corrective actions, and succession readiness discussions.

• Analyze performance trends and recommend actions that improve organizational effectiveness and talent outcomes.

Strategic Partnership

• Partner with executive and senior leaders to identify, develop, and execute HR strategies that support business goals.

• Translate business objectives into actionable people plans that drive growth, performance, and organizational effectiveness.

• Provide insights and recommendations on workforce planning, organizational design, and talent strategy.

Organizational Effectiveness

• Diagnose organizational challenges and implement solutions to improve structure, processes, and team effectiveness.

• Lead change management efforts, ensuring smooth adoption of new initiatives and organizational transformations.

• Simplify and scale HR processes to improve efficiency and impact.

Employee Relations & Culture

• Serve as a trusted advisor to leaders and employees, balancing business needs with employee advocacy.

• Provide guidance on employee relations matters, ensuring fair and consistent application of policies.

• Champion organizational culture and values, reinforcing a positive and inclusive work environment.

Compensation & HR Programs

• Partner with leadership and HR centers of excellence on compensation, benefits, and rewards strategies.

• ·Ensure alignment of compensation practices with market trends and internal equity.

• Support implementation of HR programs and initiatives across the organization.

Business Acumen & Insights

• Develop a deep understanding of the business, industry dynamics, and key performance drivers.

• Use data and analytics to inform decisions and measure the effectiveness of HR strategies.

• Anticipate future workforce needs and proactively recommend solutions.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field.

• 8+ years of experience

• 5+ years of experience designing and leading enterprise-wide talent management programs, including succession planning, high-potential identification, leadership development, and workforce planning.

• 5+ years of experience leading performance management programs, including goal setting, mid-year reviews, annual performance reviews, talent assessments, and manager coaching.

• 3+ years of experience facilitating talent review discussions with senior leadership teams and driving follow-up development and succession actions.

• 3+ years of experience facilitating performance calibration meetings across multiple business functions or business units.

• Experience directly owning talent review processes across multiple functions, organizations, or geographic regions.

• Demonstrated experience utilizing talent assessment methodologies such as 9-Box, talent segmentation, potential assessments, and succession planning frameworks to support talent decisions.

• Proven ability to coach senior leaders and executives through complex performance management, employee development, succession, and organizational effectiveness challenges.

• Experience designing, improving, and implementing performance management programs and processes that drive accountability, development, and business results.

• Demonstrated success facilitating talent review and calibration discussions that align leaders on performance, potential, and succession readiness decisions.

• Experience resolving differing viewpoints among senior leaders regarding performance ratings, talent assessments, and succession planning decisions while ensuring fair and consistent outcomes.

• Strong knowledge of talent analytics, workforce planning, succession metrics, and organizational health indicators used to inform executive decision-making.

• Experience supporting large-scale talent review and calibration processes involving executive leadership, succession planning, leadership pipeline development, and measurable organizational outcomes.

• Demonstrated ability to influence senior leaders and drive talent decisions through data, analytics, business acumen, and strategic workforce insights.

• Proven ability to partner with senior leadership to identify, develop, and implement HR strategies aligned with business objectives.

• Demonstrated success in shaping and driving business strategy through a people-focused lens.

• Advanced expertise across core HR disciplines, including performance management, employee development, retention, compensation and benefits, employee relations, salary administration, and organizational effectiveness.

• Strong business acumen with a deep understanding of organizational strategy, industry dynamics, and value creation.

• Skilled in leading change initiatives, with the ability to translate complex concepts into scalable, practical solutions delivered with excellence.

At Array Tech, Inc., we strive to lead with our culture, and believe that our people are a key enabler of our future state. Our total rewards philosophy supports Array’s ability to attract, develop, and retain our employees. We offer competitive compensation, benefits and wellness programs that align with the local markets where we do business. 

Array Tech, Inc. offers equal employment opportunity without regard to race, color, gender, age, creed, sex, religion, national origin, disability (physical or mental), marital status, citizenship, ancestry, sexual orientation, gender identity, and gender expression, or any other legally protected status.