SENIOR MANAGER, HRBP

International Executive Service Corps; Atlanta (GA); On-site; USD 110,000 - 180,000; Full time

Job summary

International Executive Service Corps is seeking a Senior Manager, People and Culture Business Partnerships to serve as the strategic advisor translating organizational priorities into workforce and culture strategies.

You will lead workforce planning, organizational design, and change initiatives across headquarters, regional, and country offices, partnering with Legal and Centers of Excellence to advance AI-enabled HR practices.

Responsibilities

• Serve as primary People and Culture advisor to senior leaders, translating priorities into workforce, talent, and culture strategies.
• Lead annual people planning identifying priorities, capabilities, risks, and actions to achieve objectives.
• Provide evidence-based advice on workforce decisions, leadership, structure, and risk; challenge misaligned actions.
• Participate in leadership discussions ensuring workforce, culture, inclusion, safeguarding, and implications are considered.
• Build trusted relationships across HQ, regional, and country offices; hold leaders accountable.
• Lead strategic workforce planning assessing staffing, capacity, critical roles, gaps, and availability.
• Advise on organizational design, operating models, role clarity, spans of control, reporting, and restructuring.
• Lead people-related components of restructures, transitions, redesigns, integrations, and other changes with Legal, and Centers of Excellence.
• Assess employee impacts and develop change-management, communication, consultation, training, and stakeholder engagement plans.
• Ensure decisions align with job architecture, global policies, inclusion commitments, delegated authorities, and employment requirements.
• Lead talent reviews, succession planning, and performance calibration, identifying critical roles and risks.
• Advise on talent deployment, internal mobility, career development, leadership pipelines, and capability building.
• Coach senior leaders on leadership, team dynamics, goal setting, feedback, and development.
• Analyze engagement results and workforce indicators and develop measurable improvement plans.
• Promote equitable talent decisions by challenging bias in recruitment, promotion, and compensation.
• Provide senior-level advice on complex employee-relations matters and oversee reviews with Legal, ER, Safeguarding, and others.
• Assess risks; recommend defensible actions aligned with values and elevate high-risk matters.
• Advise on sensitive employee-relations and PSHEA matters and identify systemic trends requiring intervention.
• Analyze workforce data and provide insights on turnover, retention, vacancies, engagement, performance, and trends.
• Partner with Total Rewards on job evaluation, compensation reviews, market adjustments, and cost implications.
• Set HRBP priorities, coach teams, lead cross-functional projects, and promote analytics and responsible AI-enabled HR practices.

Skills

Strategic partnership

Workforce planning

Organizational design

Change leadership

Employee relations

People analytics

Executive advisory

Job description

JOB SUMMARY:

The Senior Manager, People and Culture Business Partnerships serves as the primary strategic People and Culture advisor to assigned senior leaders and client groups. The role translates organizational priorities into integrated workforce, talent, organizational design, culture, and employee-experience strategies; leads workforce and succession planning; advises on complex employee relations and employment risk; and uses workforce analytics to guide decisions. Working across headquarters, regional, and country-office structures, the Senior Manager partners with Legal and People and Culture Centers of Excellence, provides functional leadership to HR Business Partners, and advances modernized, digital-first and responsible AI-enabled HR practices that support CARE's mission and transformation agenda.

RESPONSIBILITIES:

Strategic People and Culture Business Partnership and Executive Advisory

• Serve as the primary People and Culture advisor to assigned senior leaders and leadership teams, translating organizational priorities into integrated workforce, talent, culture, and organizational effectiveness strategies.
• Lead annual people planning, identifying workforce priorities, critical capabilities, talent risks, succession vulnerabilities, and actions required to achieve business objectives.
• Provide independent, evidence-based advice on workforce decisions, leadership effectiveness, organizational structure, employee experience, and employment risk; constructively challenge decisions inconsistent with CARE's values, policies, or priorities.
• Participate in leadership-team discussions and ensure workforce, culture, inclusion, safeguarding, and organizational implications are considered.
• Build trusted relationships across headquarters, regional, and country-office structures and hold leaders accountable for agreed people actions.

Workforce Planning, Organizational Design and Change Leadership

• Lead strategic workforce planning, including assessment of staffing requirements, workforce capacity, critical roles, capability gaps, and talent availability.
• Advise leaders on organizational design, operating models, role clarity, spans of control, reporting relationships, job design, workforce deployment, and restructuring.
• Lead people-related components of restructures, workforce transitions, functional redesigns, integrations, and other significant changes with Legal, Finance, Total Rewards, and People and Culture Centers of Excellence.
• Assess employee impacts and develop change-management, communication, consultation, training, and stakeholder-engagement plans.
• Ensure organizational and workforce decisions align with CARE's job architecture, global policies, inclusion commitments, delegated authorities, and employment requirements.

Talent, Performance, Succession and Leadership Effectiveness

• Lead talent reviews, succession planning, and performance calibration, ensuring identification of critical roles, high-potential talent, development priorities, retention risks, and succession gaps.
• Advise leaders on talent deployment, internal mobility, career development, leadership pipelines, capability building, and workforce continuity.
• Coach senior leaders and managers on leadership effectiveness, team dynamics, goal setting, performance improvement, difficult feedback, employee development, and persistent underperformance.
• Analyze engagement results and workforce indicators and develop measurable improvement plans with leaders.
• Promote equitable and inclusive talent decisions by identifying and challenging bias in recruitment, performance, promotion, succession, development, compensation, and workforce planning.

Employee Relations, Analytics, Total Rewards and HRBP Leadership

• Provide senior-level advice on complex and sensitive employee-relations matters and lead or oversee reviews and investigations with Legal, Employee Relations, Safeguarding, Ethics, Security, and other stakeholders.
• Assess legal, financial, operational, safeguarding, cultural, and reputational risks; recommend defensible, consistent, values-aligned actions and elevate high-risk matters.
• Advise senior stakeholders on sensitive employee-relations and PSHEA matters and identify systemic trends requiring preventative interventions, policy changes, or manager education.
• Analyze workforce data and provide actionable insights on turnover, retention, vacancies, engagement, performance, succession, employee-relations trends, demographics, mobility, absence, and capacity.
• Partner with Total Rewards on job evaluation, job architecture, compensation reviews, promotions, market adjustments, retention proposals, pay equity, and workforce-cost implications.
• Set consistent HRBP priorities and service standards; coach less-experienced Business Partners; lead cross-functional projects; and champion digital-first, analytics, automation, and responsible AI-enabled HR practices.

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