Senior HR Business Partner

Netwrix Corporation is dedicated to revolutionizing data security by providing unparalleled visibility and control. The Senior Human Resources Business Partner (HRBP) serves as a strategic advisor to senior managers and directors, delivering HR solutions that drive business performance and mentoring junior HRBPs.

Responsibilities:

• Provide day-to-day HRBP support for an assigned client group, aligning people solutions with business priorities and workforce needs
• Apply business acumen and workforce insights to advise leaders on organizational priorities, workforce decisions, and performance outcomes
• Lead workforce planning, talent review, and succession planning processes, identifying critical roles, skill gaps, and leadership readiness risks
• Partner with leaders on organizational design, restructuring, and change management initiatives to improve team effectiveness, scalability, and adaptability
• Act as a leadership coach, providing guidance on leadership behaviors, performance management, employee engagement, and team dynamics
• Manage complex and sensitive employee relations matters and investigations, while also coaching leaders on performance, feedback, and corrective action to mitigate risk and promote accountability
• Serve as the North America onboarding liaison between Talent Acquisition and HRBPs, ensuring a seamless and consistent new hire experience from offer through integration
• Partner with Directors and senior leaders on the execution of employee surveys, performance review cycles, and leadership development or training initiatives
• Develop, support, and implement employee engagement and wellbeing initiatives aligned with business needs and organizational priorities
• Support benefits administration activities in partnership with HR Operations, assisting leaders and employees with benefits-related inquiries and escalations as needed
• Serve as a liaison between HR Centers of Excellence (COEs), Talent Acquisition, and business leaders to ensure HR programs are aligned with operational and talent priorities
• Provide regional or global HR expertise, advising leaders on compliance considerations, workforce trends, and cultural nuances impacting people strategies
• Lead regional or functional talent calibration sessions in partnership with leadership, ensuring consistency, fairness, and strategic alignment
• Act as an organizational steward, balancing business objectives with workforce needs to support long-term organizational health and sustainability

Requirements:

• Bachelor's degree in Human Resources, Business Administration, or a related field
• 5+ years of progressive HR experience, including significant experience as an HR Business Partner supporting senior leaders and client groups
• Demonstrated experience across core HR disciplines, including employee relations, performance management, talent management, organizational design, and change management
• Proven ability to provide end-to-end HR support for a client group, balancing strategic partnership with hands-on execution in a fast-paced environment
• Experience working in or partnering with fast-paced, technology-driven organizations, with the ability to identify emerging workforce, talent, and market trends and adjust HR strategies accordingly
• Strong working knowledge of onboarding processes, benefits administration support, and employee lifecycle management in partnership with HR Operations and Talent Acquisition
• Demonstrated experience coaching leaders on performance, engagement, and leadership effectiveness, including managing sensitive employee relations matters
• Strong analytical capability with experience leveraging HR systems and workforce data to identify trends and inform decision-making
• Proven ability to build credibility, influence senior stakeholders, and collaborate effectively across HR Centers of Excellence and cross-functional partners
• Experience mentoring or developing HR professionals
• Master's degree
• Experience supporting North America and/or global workforces, including awareness of regional compliance considerations