Lead HR Business Partner

The Lead HR Business Partner serves as a bridge between Senior HR Business Partners and HR leadership, playing a pivotal role in driving HR strategy and execution across the organization. This role acts as a trusted advisor to leadership, and a key driver of workforce planning, organizational design, employee relations, and talent development. As a lead-level position, this role provides enhanced strategic oversight while maintaining hands-on involvement in HRBP responsibilities. The Lead HRBP will partner closely with senior leaders to align people strategies with business objectives, ensuring a high-performing, engaged, and agile workforce. Additionally, they will support the development of the HRBP team, strengthening capabilities and ensuring a consistent, high-impact HR approach across the organization. PRIMARY RESPONSIBILITIES: Strategic HR Partnership Business Support Act as a primary HR partner to senior leaders, providing strategic counsel on workforce planning, organizational effectiveness, and leadership development. Guide talent strategies that align with business goals, ensuring leaders have the tools to manage, develop, and retain top talent. Drive succession planning efforts, identifying and preparing future leaders to ensure business continuity. Support and mentor HRBPs, providing coaching and guidance to elevate HRBP capabilities and effectiveness. Workforce Planning Organizational Design Assess organizational structure, talent gaps, and workforce needs, ensuring optimal alignment with strategic objectives. Collaborate with leadership on organizational design and workforce optimization, ensuring scalability and efficiency. Identify redundancies, inefficiencies, and opportunities to enhance team performance and optimize human capital. Employee Relations Performance Management Oversee high-complexity employee relations cases, partnering with leaders to drive fair and legally compliant resolutions. Implement progressive performance management strategies, ensuring a culture of accountability, development, and continuous improvement. Provide expert coaching to leaders on effective feedback, performance reviews, and talent management best practices. Engagement, Culture Leadership Development Partner with business leaders to foster a culture of inclusion, engagement, and high performance. Lead efforts to enhance employee experience and engagement strategies, ensuring alignment with company values and business priorities. Collaborate with Learning Development to enhance leadership development programs, addressing key capability gaps within teams. Change Management Organizational Development Serve as a change leader, supporting major business transformations such as restructuring, MAs, and process improvements. Work closely with leadership to reinforce cultural alignment and manage organizational change initiatives. HR Data Analytics Utilize HR metrics and analytics to inform decision-making, track progress on key initiatives, and provide actionable insights to leadership. Monitor trends in attrition, engagement, and workforce planning, proactively addressing potential challenges. Qualifications Bachelor’s degree. 10+ years of progressive HR experience, with at least 5+ years as an HR Business Partner in a fast-paced, high-growth environment (preferably in biotech, life sciences, or technology). Experience supporting senior leadership teams and implementing strategic HR initiatives. Strong expertise in organizational design, workforce planning, and talent development. Demonstrated ability to manage complex employee relations issues with sound judgment and discretion. Strong understanding of HR analytics and data-driven decision-making. Ability to influence and coach senior leaders, fostering strong business partnerships. Ability to travel ~15% of the time. Knowledge, Skills, and Abilities Strategic thinker with a strong ability to execute HR initiatives that drive business impact. E ... (truncated, view full listing at source)