The Senior HRBP, also known as the VP of HR or HR manager at a large organization, is the strategic liaison between Human Resources and the business. They counsel the executive team and use their business knowledge to ensure that HR helps the organization achieve its goals
Contents
Role family, salary range & work experience
Key responsibilities
Skills & competencies
Job description template: Head of HR
Detailed responsibilities & tasks
KPIs for this role
Training programs
Role family, salary range & work experience
- HR Role family: Advisor
- Salary range: $59,000 – 72,000
- Work experience: 6-12 years
Key responsibilities
- Work closely with senior management to develop and implement the HR strategy that aligns with the company’s overall goals and objectives.
- Act as a trusted advisor and partner to business leaders, providing advice, guidance, and support on all HR matters, including employee relations, talent management, performance management, and compensation
- Optimizes organizational effectiveness through the application of HR processes such as organizational design and strategic planning
- Drive talent management initiatives, including talent assessment, succession planning, and leadership development.
Job description template:
The Senior HR Business Partner works closely with senior management to drive the company’s HR strategy and support business growth by providing HR solutions that meet business objectives. This role will also lead and coach a team of HR professionals to ensure the effective delivery of HR services across the organization.
Key Responsibilities:
- Work closely with senior management to develop and implement the HR strategy that aligns with the company’s overall goals and objectives.
- Act as a trusted advisor and partner to business leaders, providing advice, guidance, and support on all HR matters, including employee relations, talent management, performance management, and compensation.
- Provide leadership, coaching, and development to a team of HR professionals to ensure the effective delivery of HR services across the organization.
- Develop and maintain effective relationships with key stakeholders, including employees, managers, and external partners.
- Identify and analyze HR metrics to measure the effectiveness of HR programs and make recommendations for improvements.
- Drive talent management initiatives, including talent assessment, succession planning, and leadership development.
- Lead and participate in HR projects, ensuring successful delivery within timelines and budget.
- Ensure compliance with all HR policies, procedures, and regulations.
Key Requirements:
- Bachelor’s degree in Human Resources, Business Administration, or a related field. Master’s degree preferred.
- 10+ years of progressive HR experience, with at least 5 years in a leadership role.
- Strong knowledge of HR best practices, including talent management, compensation, employee relations, and performance management.
- Proven experience in leading and coaching a team of HR professionals.
- Excellent communication, interpersonal, and relationship-building skills.
- Strong analytical and problem-solving skills.
- Ability to work collaboratively and influence at all levels of the organization.
- Strong project management skills.
Detailed responsibilities & tasks
- Work closely with senior management to develop and implement the HR strategy that aligns with the company’s overall goals and objectives.
- Act as a trusted advisor and partner to business leaders, providing advice, guidance, and support on all HR matters, including employee relations, talent management, performance management, and compensation.
- Provide leadership, coaching, and development to a team of HR professionals to ensure the effective delivery of HR services across the organization.
- Develop and maintain effective relationships with key stakeholders, including employees, managers, and external partners.
- Identify and analyze HR metrics to measure the effectiveness of HR programs and make recommendations for improvements.
- Drive talent management initiatives, including talent assessment, succession planning, and leadership development.
- Lead and participate in HR projects, ensuring successful delivery within timelines and budget.
- Ensure compliance with all HR policies, procedures, and regulations.
Detailed skills description
- Strategic thinking: Ability to think strategically and align HR strategies with business goals to drive organizational success.
- Business acumen: Strong understanding of the business and industry to make informed decisions and provide effective HR solutions.
- Global mindset: Awareness of cultural and regional differences to operate effectively in a global organization.
- Influencing and collaboration: Ability to build strong relationships with stakeholders, communicate effectively, and influence key decision-makers.
- Leadership: Strong leadership skills to lead and develop a team of HR professionals.
- Change management: Ability to manage change effectively and drive change initiatives to achieve desired outcomes.
- Data-driven decision-making: Ability to analyze and use data to make informed HR decisions and measure the impact of HR initiatives.
- Talent management: Ability to attract, develop, and retain top talent to support organizational goals.
- Problem-solving: Ability to identify and address complex HR issues and develop creative solutions to meet business needs.
- Continuous learning: Commitment to continuous learning and staying up-to-date with HR trends and best practices.
KPIs for this role
- Strategic alignment: Ensuring that HR initiatives are aligned with the company’s business strategy and goals.
- Employee engagement: Measuring and improving employee engagement through various initiatives, such as employee surveys and feedback mechanisms.
- Talent management: Developing and implementing strategies for attracting, retaining, and developing top talent within the organization.
- Change management: Leading and managing change initiatives across the organization, including reorganizations, mergers and acquisitions, and other significant changes.
- Diversity and inclusion: Developing and implementing strategies to promote diversity, equity, and inclusion within the organization.
- Performance management: Developing and implementing performance management programs that align with the organization’s goals and objectives.
- HR metrics: Developing and analyzing HR metrics to identify trends and opportunities for improvement in HR processes and practices.
- Compliance: Ensuring that HR practices and policies comply with legal and regulatory requirements in all jurisdictions where the company operates.
- Stakeholder management: Building strong relationships with internal and external stakeholders, including executives, managers, employees, and external partners.
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