HR Business Partner

Summary

Join Great Minds as a strategic HR Business Partner (HRBP) and act as a trusted advisor to senior leaders. Guide organizational effectiveness, talent planning, change enablement, and culture building. Design and execute workforce strategies that drive business success. Tackle pressing talent opportunities and challenges through high-impact coaching, shaping talent strategies, and aligning people practices with business priorities. This role requires strong business acumen, change leadership, and the ability to connect people, data, and strategy. Shape the employee experience, guide organizational effectiveness, and build manager capability.

Requirements

• 7+ years of experience in a strategic HRBP, organizational effectiveness, or similar internal consulting/advisory role
• Proven expertise in coaching, change leadership, talent strategy, and organizational design and effectiveness
• Business acumen and systems thinking skills with the ability to connect people and strategy
• Demonstrated ability to build strong relationships, coach senior leaders, and influence across all levels of the organization—bringing the confidence, resilience, and consultative presence needed to challenge assumptions and guide toward better outcomes
• Strong analytical and problem-solving skills with experience translating data into actionable insights
• Comfort with ambiguity and change with demonstrated success in a fast-moving, evolving environment
• Adept at leveraging modern technology—including HR systems, productivity platforms, and emerging tools like AI—to streamline work, scale impact, and drive innovation
• Bachelor’s degree
• Remote; preferably located on the East Coast
• Possibly quarterly travel for off-sites and planning sessions

Responsibilities

• Serve as a consultative thought partner to senior leaders on workforce planning, organizational structure, and change readiness
• Translate business objectives into people strategies that drive performance, engagement, and growth
• Influence early planning processes and decisions with HR insights and talent implications
• Coach leaders to elevate effectiveness, navigate complexity, and build high-performing teams
• Equip managers with tools, frameworks, and guidance to solve challenges independently and develop their teams
• Serve as an escalation point and internal navigator for sensitive or complex employee relations matters, in partnership with Legal
• Facilitate capability-building sessions that reinforce leadership and managerial growth
• Serve as a sounding board for navigating team dynamics, restructuring, and transitions
• Diagnose structural and capability gaps and lead cross-functional solutions with leaders, HR COEs, and other internal and external partners
• Lead or support change initiatives using structured approaches to ensure adoption and alignment with culture
• Model the use of repeatable tools and systems, to frame decisions, streamline conversations, and increase strategic capacity
• Help business leaders understand and act on employee engagement and sentiment data to strengthen team culture and performance
• Collaborate across HR to align performance and recognition systems with values and business impact
• Enable robust talent planning processes focused on critical roles, succession readiness, and pipeline development
• Bring insights and recommendations based on data and workforce trends to influence planning and investment