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Strategic HR Business Partner

This position is no longer accepting applications. Please contact us for other opportunities.

Our client is seeking an experienced Strategic HR Business Partner to join their Human Resources department. Primary responsibilities include:

  • Research, assess, recommend, and evaluate talent management and leadership development solutions for achieving optimum employee and organizational performance
  • Develop the roadmap for building organizational excellence aligned with values via strategic talent identification and innovative programming throughout the talent lifecycle
  • Lead Succession and Talent Management practices and build out the platforms and technology to support those initiatives
  • Conduct org-level needs assessments to determine talent readiness as well as current and future state gaps
  • Support the integration and global implementation of key behavioral learning initiatives that close critical skill gaps, diversify our pipeline, and support the philosophy of managers as coaches
  • Mobilize and empower your team to provide best-in-class service to stakeholders
  • Partner with HR to ensure change management methodology is embedded into key projects, programs and processes
  • Provide thought leadership, methodology and tools to positively influence talent and leadership initiatives and organizational transformations
  • Identify, develop, and manage toward a set of KPIs to measure efficacy of talent management and leadership development strategies and processes; use data to drive continuous improvement of programs and processes


  • 8-10+ years of experience in talent development and/or organization development
  • Minimum of 5+ years specific experience designing and implementing talent management and leadership development solutions
  • Minimum of 5+ years experience directly managing a team. Hybrid team management experience a plus
  • A proven track record of continuous process improvement; positive leadership; strong planning, collaboration, teamwork skills; and connecting solutions to business outcomes
  • Conducting needs analysis, leading current/future state road
  • mapping
  • Working in a growing, continually changing, and matrixed tech environment


  • Organization Development expertise
  • Deep understanding of the Talent Management and Leadership Development disciplines, inclusive of best practices
  • Qualitative and Quantitative data techniques to show ROI of interventions


  • Approaches challenges and problem solving with a global and inclusive mindset
  • Effectively managing change and shifting gears comfortably; highly effective in ambiguous environments and able to produce maximum results with little direction and guidance
  • Communicating effectively and working collaboratively across mediums and with diverse audiences, with emphasis on senior-level audiences
  • Anticipating bottlenecks, providing escalation management, anticipating and making trade-offs, and balancing competing constraints
  • Relationship builder who can influence across all levels, functions and cultures
  • Client-service oriented with strong critical thinking, communication, and conflict resolution skills