Sr Mgr HRBP - US Petcare and Global Diagnostics

We are looking for an HR professional who brings both strong business partnership skills and a deep foundation in talent management and organizational development. This role supports two dynamic businesses: Global Diagnostics and US Petcare Commercial, together representing approximately 1,800 colleagues across sales, marketing, and commercial functions. Both businesses are in active growth mode, navigating integrations, leadership transitions, and the ongoing work of building bench strength. As a trusted HRBP to senior leaders in your assigned client groups, you will bring your expertise in talent management to partner across your team.

HR Business Partnership You will serve as the HRBP of record for assigned client groups within Global Diagnostics and US Petcare, providing strategic and operational HR support. Provide proactive HR generalist counsel and coaching to leaders and managers in assigned client groups. Partner with leaders on workforce planning, compensation decisions, performance management, and employee relations. Bring data and analytics into people conversations. Help leaders make decisions grounded in evidence, not instinct. Support systems integration, change management, and colleague alignment during ongoing business integrations. Ensure consistent application of HR policy and federal and state employment law, including EEO/AAP requirements. Partner with HR Centers of Excellence and Zoetis Colleague Services to execute programs effectively and surface needed improvements. Build strong relationships across the HR network to collaboratively drive and implement HR strategies.   Talent Management Leadership  You will build and lead structured talent processes for approximately 375 managers across US Petcare and Global DX, in close partnership with business leaders and the HRBP team. Lead succession planning for critical roles across Global Diagnostics and US Petcare. Build ready-now and ready-soon pipelines and reduce succession risk. Facilitate annual and mid-year talent calibration sessions.  Drive implementation of individual development plans for high-growth and critical talent, from design through follow-through. Design proactive retention strategies for high performers and critical roles, including stay interviews and targeted interventions. Partner on M&A and BD integration talent work: leadership continuity planning, culture integration, and post-deal talent mapping. Lead organizational design support during restructures and reorgs to ensure the right people are in the right roles. In partnership with the Talent COE, build leadership assessment rigor for Director-and-above hiring decisions. Diagnose team health and design culture interventions where churn, conflict, or engagement gaps arise. Coach managers on performance differentiation, accountability, feedback quality, and retention-linked decisions.

Required 8+ years of progressive HR experience, with significant time in a talent management, OD, or HRBP role that included meaningful TM accountability. Proven experience designing and facilitating succession planning, talent calibration, or pipeline-building processes for large or distributed populations. Solid grounding in organizational design: how structure shapes culture, decision-making, and talent health. Experience advising and influencing senior leaders. Comfortable pushing back when the data or the situation calls for it. Strong analytical mindset: able to read workforce data, spot trends, and translate them into actionable recommendations. Excellent verbal and written communication skills across all levels, including executive audiences. Demonstrated ability to manage multiple priorities in a fast-moving, matrixed environment. Preferred Experience with M&A, BD integration, or post-acquisition people workstreams. Background in learning and development, leadership assessment, or capability-building program design. Experience supporting