Senior HR Business Partner

Senior HR Business Partner Overview

This is a newly created senior HR business partnering role focused on working directly with the Senior Leadership Team to improve organisational effectiveness, strengthen leadership capability, and shape strategic workforce planning across the business. The position is designed for someone who can balance business priorities with employee experience, help evolve the HR operating model toward more strategic and AI-enabled ways of working, and hold senior leaders to a high standard of leadership and accountability.

The successful candidate will be a collaborative, commercially minded problem solver who can build strong relationships with senior stakeholders while also being clear and direct when leadership behaviour needs to change. A major part of the role is coaching senior leaders with the same rigour expected of them when developing their own teams, so that leadership growth cascades through the organisation.

What you will do

• Serve as the senior HR partner to the Senior Leadership Team for an assigned business unit or regional group, taking ownership of organisational design, talent planning, succession planning, and leadership coaching.
• Create the people strategy for the business area you support, working alongside senior leaders to convert business objectives into a people plan that delivers meaningful results.
• Lead strategic workforce planning for the business unit, including decisions about how work is organised between people and AI agents, and how to build AI capability while also developing the human skills needed for the future.
• Partner with the HR Director to implement the wider people strategy and support functional rollout across the organisation.
• Own the business unit’s talent and performance cycles, including goal-setting and OKR cadence, SLT calibration discussions, compensation review for the SLT-and-below population, and 9-box talent review processes.
• Turn workforce, engagement, and performance information into practical insight that influences business decisions, using tools and sources such as OHI, pulse data, and talent analytics.
• Coach members of the Senior Leadership Team and keep them accountable for their own development as well as the development of their teams.
• Give direct feedback to senior leaders when their behaviour or standards are limiting team performance, and follow up to ensure the expected changes are made.
• Act as the escalation point for higher-risk and senior-level employee relations investigations before cases are passed to the HR Director.
• Lead cyclical HR activity within the business unit, working with Business Partners and HR Assistants to provide consistent support across time zones.

What the role requires

• Experience as a senior HR partner to business leaders, ideally with direct partnership at Senior Leadership Team level or in a similar business-unit or regional HR business partnering model.
• Strong capability in organisational design, strategic workforce planning, and succession planning, with the ability to apply these skills in a changing regional HR structure.
• Background in handling complex or escalated employee relations investigations and acting as the senior escalation point above front-line HR Business Partners.
• A proven ability to coach senior leaders and hold them accountable for their own growth and the growth of their teams, including comfort with giving challenging, direct feedback.
• Familiarity with HRIS and workflow systems, and openness to AI-enabled working methods as routine HR tasks become more automated and shared-service based.
• Excellent communication, stakeholder management, judgment, and problem-solving skills.
• Comfort working in a newly established role where the boundaries with adjacent HRBP levels are still being defined.
• A business-focused, collaborative, and solutions-oriented mindset, with the confidence to build trusted relationships with senior stakeholders while maintaining accountability.

What the organisation offers

• A flexible work environment.
• Global days of service.
• Comprehensive health benefits.
• Meeting-free days.
• A generous time-off policy.
• Wellness programmes.
• A global workplace with office hubs in cities including London, Washington D.C., Vancouver, Galway, Budapest, Munich, Bengaluru, Singapore, and Sydney.
• A strong commitment to diversity, supported through employee resource groups and access to resources and education that encourage dialogue and understanding.
• A culture built around creativity, innovation, and experimentation, including work that explores new internal processes and AI-enabled ways of working.

Working arrangement

This position follows a hybrid model. If you are within commuting distance of one of the company’s office locations, you will be expected to work onsite at least half of the time. The organisation states that in-person collaboration is important for innovation, teamwork, and community.

Additional information

The company describes itself as a global leader in governance, risk, and compliance software, serving more than one million users and hundreds of thousands of board members with a platform that helps teams manage risk, strengthen governance, and make better decisions faster. It also emphasises a culture of curiosity, learning, bold thinking, and fast-moving experimentation, especially around AI and new ways of working.

The employer is an equal opportunity organisation and says it does not discriminate on the basis of protected characteristics, and it also considers qualified applicants regardless of criminal history where permitted by law. It states that it is a drug-free workplace and that reasonable accommodations are available for qualified individuals with disabilities and disabled veterans during the application process.

The recruitment process uses AI and digital automation tools to help organise candidate information, identify relevant applications, coordinate interviews, and summarise interview notes, but final screening, evaluation, and hiring decisions are made by people.

Recruitment agencies are told not to submit unsolicited resumes, and the company says it is not responsible for any fees associated with unsolicited submissions.

Visa sponsorship may be available for selected roles depending on business needs and the specific requirements of the position, with each case reviewed individually rather than assuming sponsorship is available for every opportunity.

Applicants are invited to submit an application through the online form, which requests standard details such as contact information, resume, cover letter, address, LinkedIn profile, and work eligibility information.

Degree Requirement: Not Specified

Visa Sponsorship Promising