Senior HR Business Partner

Curriculum Associates is hiring a Senior HR Business Partner to serve as a strategic talent partner to functional leaders. The role aligns talent strategy with business goals, guides workforce planning and redesign, supports complex employee relations matters, and contributes to cross-functional HR initiatives.

Responsibilities:

• Serve as the primary strategic HR partner for an assigned business unit, aligning talent strategy with business objectives
• Partner with senior leaders on workforce planning, succession management, and capability development to ensure long-term workforce readiness
• Advise leaders on the implications of their talent decisions, including the impact on capacity, capability, cost, culture, and employee experience, and help ensure those decisions are equitable and support long-term business goals
• Partner with the business and Centers of Excellence (CoEs) on key talent initiatives,including high-potential identification, leadership development, and performance management
• Help drive the rollout and execution of people programs, such as compensation and performance management, within the assigned business unit, working with CoEs to tailor them to the function's needs
• Use talent data and analytics to surface insights, anticipate risks, and inform strategic decisions
• Support workforce redesign efforts, including organizational design, role and skill evolution, and team structure strategies
• Help leaders assess how shifts in strategy, technology, and AI will change the work, the skills required, and the shape of their teams
• Translate complex business challenges into scalable talent solutions that enhance organizational effectiveness
• Guide leaders and teams through change, including planning, communication, and adoption
• Support a business unit on complex and escalated employee relations issues as they arise, balancing business needs with risk mitigation and fairness
• Partner with HR Advisors, Legal, and CoEs to resolve escalated cases and identify trends that point to broader talent or organizational issues
• Ensure talent practices across the business unit comply with employment laws and internal policies
• Collaborate closely with the broader People & Culture (P&C) team, including CoEs andHR Advisors, to deliver cohesive, efficient HR programs and a consistent experienceacross the business unit
• Lead or contribute to cross-functional HR projects and initiatives as needed, such as talent programs, workforce planning efforts, and organizational change, partnering with HRBPs, CoEs, and business leaders across CA
• Drive adoption and effective use of AI-powered tools and self-service platforms to improve efficiency and elevate the employee experience

Requirements:

• Proven experience building and maintaining relationships with senior business leaders and cross-functional stakeholders
• Deep knowledge of talent management, workforce planning, organizational design, and change management principles
• Demonstrated ability to advise leaders on the implications of talent strategy and to guide workforce redesign
• Proven expertise in navigating complex and escalated employee relations cases, with sound judgment in balancing business needs, risk, and fairness
• Ability to manage cross-functional projects and initiatives, driving results through influence and collaboration across teams
• Ability to interpret and leverage data to generate insights and inform strategic people-related decisions
• Strong influencing and communication skills, with the ability to drive alignment across diverse stakeholders and to collaborate effectively with peers across the organization
• 10+ years of progressive HR experience, with a focus on talent management, organizational design, or HR business partnering
• Proven experience partnering with senior leaders on workforce planning, succession, and organizational change
• Experience supporting workforce redesign, restructuring, or organizational transformation
• Experience handling complex employee relations issues, including investigations and escalations
• Experience leading or contributing to cross-functional HR projects and initiatives
• Ability to use data and analytics to generate insights and inform strategic decisions