Senior Human Resources Business Partner

BCforward; Menlo Park (CA); On-site; USD 120,000 - 180,000; Full time

Job summary

BCforward is hiring a Senior HR Business Partner to serve as a strategic advisor to senior leadership across one or more product or functional organizations. This onsite, 12-month role connects business strategy with people strategy to drive organizational health and talent effectiveness.

The HRBP will work closely with Director- and VP-level leaders, guiding workforce planning, organizational design, talent management, and large-scale organizational changes, while coaching leaders to build

Qualifications

• 12+ years of progressive HR experience in a strategic role.
• 8+ years in HR Business Partner or strategic HR positions.
• Experience partnering with VP/SVP-level executives.

Responsibilities

• Partner with senior leaders on people and organizational strategies.
• Lead organizational design initiatives to improve structure and impact.
• Guide workforce planning, talent strategy, and succession planning.
• Coach leaders to build high-performing, healthy teams.
• Collaborate with Total Rewards, L&D, and HR Analytics on programs.

Skills

Senior HRBP experience

Executive-level partnership

Organizational strategy

Education

Bachelor's degree in HR/BA/Organizational psychology

Job description

Location: Hiring for multiple locations (Menlo Park, CA,Bellueve, WA, New York, NY)

Onsite role

Duration: 12 Months

Candidates who can work independently in USA without visa sponsorship are eligible

Job Overview

Seeking for a Senior HR Business Partner (HRBP) to serve as a strategic advisor to senior leadership across one or more product or functional organizations. This is a senior individual contributor role focused on connecting business strategy with people strategy and driving organizational health, talent effectiveness, culture, and organizational change.

The HRBP will work closely with Director- and VP-level leaders, providing guidance on workforce planning, organizational design, talent management, performance, employee engagement, leadership development, and large-scale organizational changes.

Key Responsibilities

Strategic HR Business Partnership

• Partner directly with senior leaders, including Directors and VPs, on people and organizational strategies.
• Develop people strategies aligned with business priorities.
• Support workforce planning, organizational design, and talent strategy.
• Translate complex business challenges into practical HR solutions.
• Identify organizational risks and opportunities and recommend appropriate interventions.

Organizational Effectiveness & Design

• Lead organizational design initiatives to improve team structure, efficiency, and business impact.
• Analyze organizational health using both quantitative and qualitative data.
• Recommend solutions based on organizational and people analytics.
• Support large-scale transformations, restructures, and strategic changes.
• Coach leaders on building high-performing and healthy teams.

Talent Management & Development

• Partner with leadership on succession planning and leadership development.
• Support high-potential talent identification and development.
• Lead or support performance management and talent calibration processes.
• Advise leaders on career development and internal mobility.
• Partner with Total Rewards teams on compensation and retention strategies.

Culture, Engagement & Inclusion

• Support initiatives that improve employee engagement, belonging, and organizational culture.
• Analyze employee engagement survey results and develop action plans with leadership.
• Help leaders maintain culture and employee alignment during organizational changes.

Cross-Functional Leadership

• Work as a senior individual contributor within the People organization.
• Mentor and provide guidance to other HR professionals/HRBPs.
• Partner with Talent Acquisition, Total Rewards, L&D, People Analytics, and Employee Relations teams.
• Represent business needs to the People organization and communicate HR strategies back to business leaders.

Minimum Qualifications

• 12+ years of progressive HR experience.
• 8+ years of experience in HR Business Partner or strategic HR roles.
• Experience partnering directly with senior executives at the VP/SVP level.
• Experience in a technology company or similarly complex organization.
• Strong expertise in at least 3 of the following:
• Organizational Design
• Talent Management
• Change Management
• Workforce Planning
• Employee Relations
• Executive Coaching
• Experience using people analytics and data to identify organizational issues and measure HR outcomes.
• Ability to work independently with significant autonomy in ambiguous and rapidly changing environments.
• Strong business acumen and ability to connect HR strategies to business and financial outcomes.
• Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or a related field.

Preferred Qualifications

• Experience supporting Engineering, Product, or Research organizations within a large technology company.
• Master's degree or advanced HR certification such as:
• MBA
• MILR
• SHRM-SCP
• SPHR
• ICF coaching credential
• Experience working in a global, matrixed organization with distributed teams.
• Familiarity with Meta's people systems, tools, and performance philosophy.
• Experience leading large-scale organizational transformations or M&A integrations from an HR/people perspective.
• Experience coaching and developing other HR professionals.

Top 3 Must-Have Skills

• Senior HR Business Partner experience – 8+ years in HRBP/strategic HR roles.
• Executive-level partnership – experience advising Director/VP/SVP-level leaders.
• Organizational strategy & change – strong experience in organizational design, talent management, workforce planning, and/or change management.

Good-to-Have Skills

• Technology industry experience
• Engineering/Product/Research HRBP experience