Senior Human Resources Business Partner

Associate Program Manager Role and Responsibilities:

Stakeholder Partnership & Business Solutioning

• Act as a strategic partner to Program Leaders and Senior Stakeholders, ensuring strong alignment between business objectives, operating models, and people strategies.
• Balance HR and Operations priorities by co‑creating practical, scalable solutions that support delivery, productivity, and employee experience.
• Translate business challenges into people, process, and capability solutions, leveraging data, insights, and best practices.
• Serve as a trusted advisor to leadership on organizational effectiveness, workforce planning, and change initiatives.

Employee Connect & Business Enablement

• Design and oversee structured employee connect and listening mechanisms (pulse surveys, forums, leadership connects) to gather insights and influence business decisions.
• Govern the 90‑day onboarding experience to ensure faster assimilation, early engagement, improved productivity, and reduced early‑tenure attrition.
• Partner with business and learning teams to align knowledge management and capability‑building initiatives with current and future business needs, enabling sustained performance and retention.
• Identify engagement and attrition risks using data and feedback, and partner with leaders to drive targeted, outcome‑based interventions.

Performance Management

• Provide strategic oversight for performance management and goal‑setting frameworks, ensuring alignment between individual goals and business outcomes.
• Enable leaders to drive a strong performance and accountability culture through calibration, talent reviews, and leadership capability building.

Data, Governance & Risk Oversight

• Establish and monitor people governance frameworks, ensuring adherence to internal policies, controls, and regulatory requirements.
• Use HR analytics and business metrics to identify trends, risks, and opportunities, and present actionable insights to senior leadership.
• Anticipate and mitigate people‑related and operational risks through proactive planning and cross‑functional collaboration.

Financial & Resource Governance

• Provide strategic oversight of HR and people‑related budgets, ensuring alignment with business priorities and financial discipline.
• Define and implement cost optimization strategies without compromising delivery or employee experience.
• Monitor budget utilization and guide leadership on trade‑offs and investment decisions.

Executive Impact

• Operate as an enterprise‑level HR and business leader, influencing strategy, execution, and transformation agendas.
• Drive large‑scale initiatives that enhance organizational capability, stakeholder confidence, and business outcomes.
• Champion a culture of agility, accountability, and continuous improvement across programs.

Technical and Functional Skills:

• The ideal candidate will have at least 12+ years of experience into HRBP role.
• Full understanding of the way an organization operates to meet its objectives.
• Excellent knowledge of employment legislation and regulations.
• Thorough knowledge of human resource management principles.
• A business acumen partnered with attention to the human element.
• Knowledge of data analysis and reporting.
• Strong verbal, written, and interpersonal communication abilities.
• Strong analytical skills and experience using and presenting data to make decisions.