Senior Human Resources Business Partner

As a Senior HR Business Partner, you will serve as a strategic advisor to leaders, helping them build high-performing teams, make informed workforce decisions, and drive organizational effectiveness. You will leverage business insight, workforce data, and talent expertise to influence decisions, strengthen leadership capability, and improve business outcomes. This role operates with significant autonomy and partners with leaders across North America, EMEA, and APAC.

How you'll shape Employee Success at Achievers:

Strategic Business Partnership:

Serve as the primary Employee Success partner to client groups.

Develop a deep understanding of business strategy, organizational priorities, financial objectives, and operational challenges.

Build trusted relationships with leaders at all levels of the organization.

Provide coaching and guidance on leadership effectiveness, team performance, workforce planning, employee experience, and organizational effectiveness.

Act as a thought partner during planning conversations, helping leaders identify risks, opportunities, and implications before decisions are made.

Influence business decisions by providing insights, recommendations, and alternative perspectives.

Talent Strategy & Organizational Effectiveness:

Partner with leaders to develop talent strategies that support business objectives.

Lead talent review, succession planning, performance management, and leadership development discussions.

Identify retention risks and develop proactive mitigation strategies.

Facilitate organizational design and workforce planning conversations.

Help leaders assess team effectiveness, organizational health, operating models, leadership capability, and future workforce needs.

Support change management initiatives that improve organizational performance and employee adoption.

Workforce Planning & Business Insight:

Leverage people data, engagement insights, talent trends, workforce metrics, and business indicators to identify opportunities and risks.

Translate data into meaningful recommendations and business actions.

Assess workforce capacity, organizational design, and future capability requirements.

Partner with leaders to evaluate how work should be organized, including opportunities to improve effectiveness through automation, process redesign, and technology.

Support annual and mid-year talent, compensation, headcount, and planning cycles.

Help leaders identify opportunities to redesign work, leverage AI-enabled solutions, and improve organizational productivity.

Leadership Coaching & Employee Relations:

Provide coaching and guidance to leaders on performance management, employee relations, team dynamics, and leadership effectiveness.

Partner with managers to address employee concerns and complex workplace situations.

Ensure consistent application of company policies and employment practices.

Support investigations, conflict resolution, accommodations, and employee relations matters while balancing business and employee needs.

Escalate risk appropriately and provide recommendations for resolution.

Build manager capability by enabling leaders to independently navigate people decisions, talent conversations, workforce planning, and organizational challenges.

Change Leadership & Transformation:

Support business transformations and organizational change initiatives.

Partner with leaders to assess change impacts and develop adoption plans.

Help leaders build readiness and capability during periods of growth, change, or restructuring.

Promote continuous improvement and challenge legacy ways of working when more effective solutions exist.

Drive adoption of HR programs, processes, systems, and technology solutions.

Cross-Functional Partnership:

Collaborate closely with Talent Acquisition, Learning & Development, Compensation, Payroll, Benefits, Employee Experience, Operations, and HR Technology teams.

Share insights, best practices, and lessons learned across business groups.

Contribute to enterprise-wide Employee Success initiatives and strategic priorities.

Partner across the organization to ensure a consistent employee experience.

How We Expect HR Business Partners to Operate:

Lead with curiosity, business acumen, and a deep understanding of business priorities.

Seek involvement early in workforce planning and organizational decision-making.

Use evidence, insights, and recommendations to influence decisions.

Challenge assumptions constructively and respectfully.

Take ownership and drive accountability for outcomes.

Continuously improve, simplify, and scale work through technology, AI, and innovation.

Operate as trusted advisors who help leaders make better business decisions.

Experience we feel will set you up for success:

5-8+ years of progressive Human Resources experience, including Business Partner experience.
Experience supporting senior leaders in a fast-paced environment.
Strong employee relations, coaching, and organizational effectiveness capabilities.
Demonstrated ability to influence without authority.
Experience leveraging workforce data and insights to drive decisions.
Strong business acumen and problem-solving skills.
Exceptional communication, facilitation, and relationship-building skills.
Ability to manage ambiguity and navigate complex organizational challenges.
Preferred Qualifications:
Experience supporting technology, SaaS, or high-growth organizations.
Experience with organizational design, workforce planning, and change management.
Experience working with HRIS platforms such as Workday.
Familiarity with AI-enabled ways of working and workforce transformation initiatives.
Experience supporting global teams and distributed workforces