Strategic HRBP, Corporate Functions

Accountabilities:
The Strategic HR Business Partner will provide consultative HR leadership to corporate functions, partnering with executives and teams to design and execute impactful people strategies that improve organizational effectiveness and employee outcomes. Partner with senior leaders to understand business priorities and translate organizational goals into effective people strategies. Provide strategic guidance on organizational design, workforce planning, talent management, succession planning, and leadership effectiveness. Lead initiatives that improve organizational performance, productivity, employee engagement, and cultural alignment. Drive talent review and succession planning processes while identifying critical capabilities and leadership development opportunities. Coach leaders on performance management, employee development, career growth, and effective leadership practices. Support organizational transformations, restructurings, operating model changes, and other major business initiatives through effective change management. Analyze workforce data, trends, and metrics to identify opportunities, risks, and recommendations for business leaders. Develop workforce planning strategies that align talent investments with current and future organizational needs. Provide guidance on complex employee relations matters, investigations, and compliance-related concerns in partnership with relevant teams. Champion employee engagement, inclusion, belonging, and culture initiatives across supported functions. Partner with HR Centers of Excellence to implement enterprise programs related to compensation, talent acquisition, learning, development, and performance management. Influence broader HR strategies through collaboration with HR leadership and cross-functional partners. Requirements: The ideal candidate brings extensive HR business partnering experience, strong executive presence, and the ability to connect people strategies with business objectives in a complex organizational environment. Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field. 8+ years of progressive HR experience, including significant experience as an HR Business Partner supporting senior leaders. Proven experience advising corporate functions and executive-level stakeholders. Strong business acumen with the ability to align HR initiatives with organizational priorities and performance goals. Demonstrated success in organizational design, talent management, succession planning, and change leadership. Strong analytical and problem-solving skills with experience using workforce data to guide decisions. Excellent consulting, coaching, influencing, communication, and stakeholder management abilities. Knowledge of employment laws, HR policies, and industry best practices. Experience working within complex, global, matrixed organizations preferred. Experience supporting executive leadership teams preferred. Master’s degree in Human Resources, Organizational Development, MBA, or related field preferred. SHRM-SCP, SPHR, or equivalent HR certification preferred. Must be located within commuting distance of Brea, California. Benefits: Competitive salary range of approximately $135,400–$165,500 depending on experience, qualifications, location, and other factors. Potential eligibility for annual performance bonus programs. Comprehensive medical, dental, and vision benefits. 401(k) retirement plan with company matching. Additional compensation programs and employee support resources. Opportunities to contribute to strategic business initiatives with enterprise-wide impact. Professional development and career growth opportunities. A collaborative environment focused on innovation, continuous improvement, and employee success.

How Jobgether works:
We use an AI-powered matching process to ensure your application is reviewed quickly, objectively, and fairly against the role's core requirements. Our system identifies the top-fitting candidates, and this shortlist is then shared directly with the hiring company. The final decision and next steps (interviews, assessments) are managed by their internal team.
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