Senior manager, people & culture business partner

What You'll Do

A successful Senior Manager, People & Culture Business Partner will serve as a strategic partner to senior business leaders, driving people strategies that support business objectives, employee engagement, workforce effectiveness, organizational change, and business growth while balancing strategic priorities with operational excellence.

Responsibilities:

• Strategic Business Partnership

  Partner with senior business leaders to understand organizational priorities and develop people strategies that support business goals. Act as a trusted advisor on workforce planning, organizational effectiveness, talent management, employee engagement, and change initiatives.

• Talent Management & Succession Planning

  Drive talent reviews, succession planning, and leadership development initiatives. Partner with leaders to identify high-potential talent, build development plans, and maintain a strong talent pipeline to support business continuity and future growth.

• Employee Relations & Leadership Coaching

  Provide expert guidance to managers and leaders on employee relations matters, performance concerns, conflict resolution, disciplinary actions, and workplace investigations. Coach leaders on effective people management practices while ensuring consistency, fairness, and confidentiality.

• Performance Management

  Lead the execution of performance management processes, ensuring alignment with organizational goals and performance expectations. Partner with leaders on calibration discussions, performance improvement plans, and employee development strategies.

• Employee Engagement & Culture

  Drive employee engagement initiatives by analyzing feedback, identifying opportunities for improvement, and implementing action plans. Foster a culture of inclusion, accountability, collaboration, and recognition across the organization.

• Change Management

  Support business transformation, organizational restructuring, and strategic change initiatives. Develop communication and engagement strategies to enable change adoption while minimizing business disruption.

• People Policies & Governance

  Ensure effective implementation of People & Culture policies, processes, and programs. Maintain compliance with internal policies, employment legislation, and regulatory requirements while driving governance and risk mitigation.

• Data Analytics & Reporting

  Analyze workforce metrics including attrition, engagement, performance, hiring trends, diversity, and productivity. Provide actionable insights and recommendations to business leaders to support informed decision-making.

• Rewards, Recognition & Retention

  Partner with leaders and Total Rewards teams to drive recognition programs, retention initiatives, and reward strategies that support employee motivation and business performance.

• Stakeholder Management & Collaboration

  Collaborate with Talent Acquisition, Learning & Development, Total Rewards, Employee Relations, and other Centers of Excellence to deliver integrated people solutions. Build strong relationships with leaders at all levels to influence and drive business outcomes.

• Employee Lifecycle Management

  Provide oversight and direction across employee lifecycle activities including onboarding, promotions, internal mobility, engagement, performance management, and separations to ensure a consistent employee experience.

What You Will Need to be Successful:

• Master's degree or MBA in Human Resources or a related field preferred.
• Minimum 12+ years of Human Resources experience, including significant HR Business Partner or People & Culture Business Partner experience.
• Demonstrated ability to partner effectively with senior business leaders and influence decision-making.
• Strong knowledge of employee relations, talent management, organizational development, performance management, workforce planning, and change management.
• Strong analytical capability with the ability to interpret workforce data and translate insights into practical business actions.
• Proven ability to manage complex employee situations while balancing employee experience, policy requirements, and business needs.
• Strong communication, facilitation, coaching, presentation, problem-solving, and decision-making skills.

What You May Need to be Successful:

• Experience partnering with senior leaders and supporting large employee populations preferred.
• Experience managing organizational change, talent initiatives, employee relations matters, and cross-functional projects in a complex business environment.
• Proven ability to lead, coach, and develop HR professionals and influence business leaders across multiple levels.
• High level of professionalism, integrity, confidentiality, and leadership presence.
• Proficiency in HR platforms, reporting tools, Microsoft Office applications, and collaboration technologies.
• Ability to travel periodically to support business meetings, leadership engagements, employee events, training programs, or organizational initiatives.

We have great people here and are looking for more. Come join us!

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Equal Employment Opportunities at First Advantage

First Advantage is an equal opportunity employer. We are committed to providing a workplace and recruitment process that is free from unlawful discrimination, harassment, and retaliation. Employment decisions at First Advantage are based solely on qualifications, merit, and business needs. We do not discriminate in any aspect of employment on the basis of race, color, national origin, ancestry, citizenship, religion, creed, sex, gender identity, gender expression, sexual orientation, marital or family status, pregnancy, age, physical or mental disability, medical condition, genetic information, veteran or military status, or any other characteristic protected by applicable law.