Senior-HR Business Partner

Position Summary

The Senior HR Business Partner is a strategic people advisor to senior business leaders. The role translates business strategy into workforce strategy, shaping how the organization is designed, how talent is built and retained, and how people decisions support business results.

The emphasis is strategy over administration. The Senior HRBP advises executives and their leadership teams on organization design, workforce planning, talent strategy, retention, and performance, and uses people data to identify risk and opportunity early. The role operates as a senior individual contributor with full ownership of its assigned client group, relies on People Team specialists for transactional and first-line work, and mentors peer HRBPs on complex matters.

Strategic Priorities

• Business alignment: ensure people strategy is built around the client group’s business goals and priorities.

• Talent retention: reduce regrettable attrition of critical talent through a data-driven, leader-owned retention strategy.
• Organization design and scale: ensure structures, spans, and roles support growth and change.
• Leadership bench: build a deep pipeline of leaders and clear succession for critical roles.

Essential Duties & Responsibilities

Executive Advisory & Business Alignment

• Serves as the trusted strategic advisor to senior leaders, bringing a people perspective to business planning, investment, and organizational decisions.

• Partners with executives on annual and quarterly workforce planning, translating business goals into headcount, skills, location, and capability plans.
• Advises on organization design, restructuring, and scaling, including spans and layers, role definition, and reporting structure.
• Challenges leaders constructively when people decisions conflict with strategy, policy, or risk tolerance, while preserving the relationship.
• Prepares and presents people insights and recommendations to People Team leadership and client-group executives.

Talent & Retention Strategy

• Owns the retention strategy for critical and hard-to-replace talent: monitors attrition and engagement signals, conducts stay interviews, and drives corrective action plans with leaders.

• Identifies compensation and career-path risks early and partners with Total Rewards to resolve them before they become resignations.
• Leads the talent review, succession planning, and calibration processes for the client group, including promotion cases and critical-role coverage plans.
• Partners with Talent Acquisition on hiring plans, interview quality, and leveling consistency.
• Shapes career architecture and leveling guidance so employees see a credible path to grow.

People Analytics & Insight

• Uses people data proactively (attrition, engagement, span of control, internal mobility, performance distribution, and pay position) to surface organizational risk before it becomes loss.

• Builds and maintains a client-group dashboard and a regular cadence of insight reviews with executives, with clear actions and owners.
• Evaluates the impact of people programs and reports outcomes against defined success measures.

Leadership & Manager Capability

• Coaches senior leaders and managers on performance management, feedback, leveling, and difficult conversations.

• Builds manager capability across the client group in partnership with Learning & Development, including coaching for first-time managers.
• Mentors peer HRBPs on complex casework, executive coaching, and client-group strategy.

Employee Relations, Risk & Compliance

• Provides expert guidance on complex or high-risk employee relations matters, including investigations, partnering with Legal as needed. Routine casework is handled with the broader People Team.

• Partners with Total Rewards and People Systems on compensation decisions, internal-equity checks, market pricing, and offer support for senior hires.
• Ensures people practices are applied consistently and comply with applicable employment laws across all work locations.
• Performs other related duties as assigned.

Success Criteria

• First 90 days: trusted relationships established with client-group executives and their leadership teams. Diagnostic of attrition, engagement, and organizational health completed, with a prioritized people plan and a baseline people-data dashboard.

• 6 months: people plan in motion with measurable reduction in regrettable attrition versus the prior trailing period. First full talent review and succession map completed. Workforce plan aligned with business priorities.
• 12 months: regrettable attrition at or below the company average. Succession coverage for every critical role. Measurable improvement in manager-effectiveness scores. Executives consistently seek the Senior HRBP’s input before major organizational decisions.

Supervisory Responsibilities

This position has no formal supervisory responsibilities. It operates as a senior individual contributor and mentors peer HRBPs on complex casework and client-group strategy.

Required Skills & Competencies

• Strategic business partnership: ability to connect business strategy to workforce strategy and advise senior executives with credibility.

• Organization design and workforce planning: senior-level experience restructuring or scaling organizations.
• Executive presence and influence: communicates clearly, builds trust quickly, and can disagree productively with senior leaders.
• People-analytics fluency: builds and interprets attrition, engagement, and performance data (HRIS reporting, advanced Excel) and turns it into action.
• Compensation fluency: job leveling, internal equity, market pricing, and offer construction.
• Employee relations judgment: sound risk judgment and documentation standards on complex, multi-jurisdiction cases.
• Coaching skill: effective with first-time managers and seasoned executives alike.
• Change leadership: guides leaders and teams through reorganization, growth, and transition.
• High discretion: protects sensitive employee and compensation information.

Education, Experience & Certifications

Required

• Bachelor’s degree in Human Resources, Business, or a related field, or an equivalent combination of education and experience.

• 7+ years of progressive HR experience, including 3+ years as an HR Business Partner, with a record of advising senior leaders.

Preferred

• SHRM-SCP or SPHR certification.

• Experience leading organization design, M&A or integration, or large-scale change.
• Experience supporting distributed or multi-location teams.
• Experience in a growth-stage company.

Compensation & Benefits

Neumo offers a competitive total rewards package, including base salary, incentive opportunity, comprehensive health and welfare benefits, a 401(k) with company contribution, and flexible paid time off. Suggested base salary range: $120,000 – $150,000 (national U.S. average), positioned above Neumo’s HR Business Partner band ($95,000 – $125,000) to reflect senior scope. The range is directional pending compensation survey validation.

Physical Requirements

This position requires the ability to perform the following, with or without reasonable accommodation:

• Prolonged periods sitting at a desk and working on a computer.

• Occasional travel by air and ground transportation for team offsites.

Work Environment & Travel

Travel: Up to 10%; occasional team offsites

Schedule: Standard business hours with flexibility to support clients across time zones.

Equal Employment Opportunity & Accommodations

Neumo is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, age, disability, genetic information, veteran status, or any other characteristic protected by applicable law.

Neumo provides reasonable accommodations for qualified individuals with disabilities throughout the application and interview process and during employment. To request an accommodation, contact the People Team at people@neumo.com.