Senior HR Business Partner

Senior HR Business Partner Job Description The Senior HR Business Partner is the strategic people partner to Executive Leadership Team (ELT) leaders and their functions. The role translates business strategy into clear people priorities that strengthen organisational performance, leadership capability, workforce effectiveness and employee experience. Working closely with senior leaders and the HR centres of excellence, the Senior HR Business Partner develops and delivers integrated people plans that align enterprise people strategies and frameworks with functional business objectives. Through workforce planning, organisational design, talent management, leadership coaching and change leadership, the role enables leaders to build high-performing teams capable of delivering business outcomes. The Senior HR Business Partner acts as a trusted advisor and consultant to leaders, while partnering across the Human Resource team to embed enterprise frameworks, programs and initiatives. Success is measured through stronger leadership capability, workforce readiness, talent outcomes, organizational effectiveness, and business performance.

Strategic Business Partnership Acts as a trusted advisor to the ELT leaders and senior leadership team on people, workforce and organisational matters. Aligns people strategy with business objectives and functional priorities. Influences leadership decisions through data, insights and commercial understanding. Builds strong partnerships with leaders to proactively identify opportunities and address organisational challenges. Balances enterprise priorities with functional business needs to deliver practical people solutions. Functional People Strategy & Planning Develops and executes clear, measurable people plans aligned to business strategy. Translates enterprise people priorities into functional actions and outcomes. • Establishes meaningful workforce and people metrics to track progress and impact. Partners with leaders to identify priorities that improve business, team and leadership performance. Ensures people initiatives directly contribute to business objectives. Measures and evaluates the effectiveness of people initiatives and interventions. Workforce Planning & Talent Management Leads workforce planning activities to identify future workforce requirements and capability needs. Drives talent reviews, succession planning and leadership pipeline development. Supports leaders to identify, develop and retain critical talent. Provides insights on workforce risks and opportunities. Strengthens internal mobility, career pathways and long-term capability planning. Leadership & Team Effectiveness Coaches' senior leaders to build high-performing, accountable and inclusive teams. Facilitates leadership effectiveness and team effectiveness interventions. Supports leaders to improve employee engagement, culture and performance outcomes Builds leadership capability through focused development and coaching initiatives. Strengthens collaboration, alignment and accountability across leadership teams. Organisational Design & Change Leads organisational design initiatives that improve effectiveness, scalability and performance. Assesses organisational impacts, risks and readiness for change. Partners with leaders to successfully implement and sustain change initiatives. Ensures changes deliver both people and business outcomes. Enterprise Program Delivery Leads the implementation of enterprise people programs and frameworks within the function. Partners with Centres of Excellence to embed talent, performance, reward, engagement and capability initiatives. Acts as the bridge between the business and specialist HR teams. Ensures consistent application of people policies, frameworks and practices. Identifies opportunities to improve adoption and effectiveness of enterprise programs. HRBP Leadership & Support Provides coaching, guidance and support to HR Business Partners. Shares best