HR Business Partner Lead

Become a part of our caring community

The HR Business Partner Lead leads the people management agenda in a business unit/area and acts as a strategic advisor to senior leadership. Applies broad experience across Human Resources disciplines, including workforce strategy, organizational effectiveness, talent management, succession planning, change leadership, and executive coaching. The HR Business Partner Lead works on problems of diverse scope and complexity ranging from moderate to substantial.
The HR Business Partner Lead is a strategic advisor and trusted partner to senior leaders within MarketPoint and Consumer Products & Strategy. This role helps shape and execute people strategies that support business priorities, strengthen organizational effectiveness, and enable a high-performing culture.

The HR Business Partner Lead partners closely with business and HR leaders to align workforce, talent, leadership, and organizational strategies with business objectives. This role operates with a high degree of autonomy and influence, providing data-driven insights, organizational consulting, and change leadership to support business success in a complex and highly matrixed environment.

This position serves as a connector across HR functions, bringing together talent, compensation, learning, workforce planning, and other people solutions to drive coordinated outcomes that improve business performance and organizational capability.
Responsibilities:

- Translate business priorities into workforce plans, organizational capabilities, leadership strategies, and talent initiatives.

- Serve as a trusted advisor to senior leaders, providing guidance on organizational effectiveness, talent management, succession planning, and workforce-related decisions.

- Lead organizational design efforts, including role clarity, decision rights, operating models, and team effectiveness initiatives.

- Drive leadership and succession strategies that strengthen organizational capability and support future business needs.

- Lead change management efforts by developing stakeholder engagement, communication, readiness, adoption, and sustainment strategies.

- Leverage workforce, talent, and business data to identify trends, assess organizational health, inform decisions, and measure outcomes.

- Partner with HR Centers of Excellence and other key stakeholders to develop and deliver integrated people solutions that support business objectives.

- Influence and support organizational decisions by identifying risks, evaluating options, and providing evidence-based recommendations.

- Facilitate collaboration across business areas and HR teams to improve effectiveness, alignment, and execution.

- Drive adoption of HR programs, processes, and best practices that support a consistent and positive associate experience.

- Advise leaders through organizational changes, leadership transitions, and evolving business priorities.

- Contribute to the advancement of HR capabilities through knowledge sharing, best practices, and scalable solutions that can be leveraged across the organization.

- Present workforce insights, organizational trends, and strategic recommendations to senior leadership.

- Lead confidential and special projects that improve organizational effectiveness and support business transformation.

Knowledge, Skills, Abilities, and Expectations:

- Demonstrated success advising senior leaders within complex, highly matrixed organizations.

- Deep understanding of workforce planning, talent management, succession planning, organizational effectiveness, and change leadership principles.

- Ability to leverage workforce and business data to identify trends, challenge assumptions, and support strategic decision-making.

- Strong business acumen with the ability to connect workforce, operational, customer, and business considerations.

- Demonstrated ability to influence outcomes and build consensus without direct authority.

- Exercises sound judg