Sr HRBP, Finance and Legal

As a global leader in laboratory and clinical technologies, we are passionate about bringing great science to life. Our commitment to quality and innovation supports cutting-edge life science research, patient diagnostics, and ensures the safety of water, food, and pharmaceuticals. As scientists and clinicians pursue small, everyday advances and life-changing discoveries, we provide trusted answers to their most critical questions and challenges.    Leveraging more than 50 years of expertise , we create advanced instruments, software, and consumables supported by teams of highly skilled and knowledgeable people.  With 18,000 employees around the world, our global reach and comprehensive solutions provide the most reliable and accurate results, as well as optimal scientific, economic, and operational outcomes. We work collaboratively with our customers on their journey to make a real difference in human lives.   Our culture is founded on trust, respect, and uncompromising integrity, and we pride ourselves on being a dynamic and inclusive workplace that celebrates diversity and fosters innovation.   We can’t wait for you to join us as we continue our mission to improve the world around us. Information about Agilent is available at Agilent.com .

Agilent is undergoing a significant e nterprise transf ormation to become a more market-focused, customer-centric, and agile company. As part of this evolution, the Senior Human Resources Business Partner will play a critical leadership role in shaping the people agenda for Legal and Finance.   This role develops coordinated talent and workforce plans that advance business objectives while strengthening organizational capability and leadership effectiveness. As a trusted advisor to senior executives, including the Chief Legal Officer, Chief Financial Officer, and their leadership teams, the Senior HRBP applies deep HR, business, and organizational expertise to address complex challenges, guide transformation, and translate enterprise priorities into action. The role also provides leadership and coaching to HR colleagues across regions and serves as a key connector across HR Centers of Excellence, HR Operations, and business leadership teams.   Key R esponsibilities: Strategic Workforce and Talent Leadership   Translate enterprise, business, and functional priorities into integrated one- to three-year workforce and talent plans that support both immediate business needs and long-term organizational priorities.   Strengthen organizational and leadership capability through guidance on workforce planning, succession management, organizational design, leadership development, and talent planning.   Improve enterprise talent decisions by facilitating talent review processes, succession discussions, and talent trade-off decisions across functions and leadership teams.   Use workforce analytics, external market insights, and business data to identify opportunities and risks, informing executive decision-making with actionable recommendations.   Executive Partnership and Advisory   Serve as a trusted advisor to executive leaders, providing candid counsel and guidance on organizational effectiveness, leadership, talent, culture, and workforce implications of business decisions.   Partner with leaders to anticipate workforce challenges, navigate organizational complexity, and improve the effectiveness of decisions.   Build strong relationships across the executive team by bringing enterprise perspective, business acumen, and thoughtful challenges to discussions and decision-making.   Transformation and Organizational Effectiveness   Lead the people aspects of significant business initiatives and transformations, including mergers and acquisitions, operating model changes, organizational restructuring, and enterprise change efforts.   Resolve complex cross-functional workforce challenges by integrating business context, workforce insights,