The HR Business Partner (Global Functional Lead) is a strategic global lead responsible for defining the "what" of the talent agenda for their assigned business functions. Operating within a matrixed global model, this role owns the talent strategy, organizational design, and leadership coaching for their functional client groups worldwide.

The HRBP acts as the primary strategic architect, partnering with Regional HR Leaders (who own the "how" and local execution) to ensure a consistent, high-performance employee experience across all geographies.

Responsibilities:

Functional Talent Strategy & Org Design (The "What")

• Global Strategic Lead: Identify root-cause business challenges for assigned functions and translate them into a multi-year global HR roadmap.
• Organizational Architecture: Lead organizational design and restructuring initiatives for the function, ensuring global scalability and alignment with company goals.
• Succession & Talent Reviews: Own the annual global talent review and succession planning process for the function, identifying high-potential talent and bridging leadership gaps.
• Workforce Planning: Partner with Finance and Functional Heads to lead global headcount planning and talent acquisition prioritization.

Matrix Collaboration (Functional vs. Regional)

• Regional Partnership: Collaborate with Regional HR Leaders (Americas, EMEA, APJ) to adapt global functional strategies to local legal and cultural requirements.
• One Voice to Leadership: Serve as the primary point of contact for the function's senior-most global leaders, ensuring they receive coherent and coordinated HR support.
• Global Consistency: Ensure HR programs (Performance, Compensation, DEI) are implemented with consistency across all regions for the specific function.
• Operational Handoffs: Manage explicit handoffs to Regional HR for local Employee Relations, compliance, and office-specific culture initiatives.
• Information Exchange: Ensure vital information is flowing between yourself, the function you’re supporting, and the regional HR leaders. Empowerment through coordination and collaboration is the way!

Leadership Coaching & Performance

• Executive Advisory: Act as a trusted sounding board and coach for senior executives on people-related decisions, org health, and leadership behavior.
• Proactive Performance: Partner with Employee Relations and Regional HR to inculcate a high-performance culture, guiding managers on talent assessment and complex performance management.
• Compensation Strategy: Collaborate with the Total Rewards COE to broker scalable compensation and pay-equity strategies that align with functional benchmarks.

COE & Operational Integration

• COE Liaison: Interface with Talent Acquisition, Talent Management, and Total Rewards to deliver specialized solutions that address functional pain points.
• Systems Optimization: Advocate for and help accelerate "Manager Self-Service" and automation in partnership with HR Operations to improve the functional user experience (UX).

Employee Relations Support

• US Case Support: Partner with Employee Relations to help cover and support any overflow cases (US only). This includes direct work on disciplinary items, investigations, grievance resolution, and offboards.

Qualifications:

• Bachelor’s Degree in HR, Business, or a related field (Master’s/MBA preferred).
• 10+ years of progressive HR experience, with at least 5 years in a strategic HRBP capacity supporting global/matrixed organizations.
• Matrix Navigation: Proven ability to influence across reporting lines—balancing global functional needs with regional operational realities.
• Outside-In Thinking: Ability to develop HR solutions starting with the business client’s needs and moving toward process design.
• Strategic Diplomacy: Exceptional communication skills; ability to manage "Functional vs. Regional" tensions and escalate issues via defined protocols.
• Systems Fluency: Proficiency with Workday and a data-driven approach to HR analytics.
• Discretion: Expert-level judgment in handling highly confidential executive-level matters.
• Exceptional Collaboration: This role will need to collaborate with HRBPs, regional HR teams, and COE teams.