Strategic HRBP: Leadership & Org Design (Remote)

Stride, Inc.; Indianapolis (IN); Remote; USD 70,000 - 80,000; Full time

Benefits offered by this job

Bonus

Benefits package

Paid time off

Job summary

Stride, Inc. is seeking a Strategic HRBP to act as a trusted advisor to senior leaders, guiding talent strategies that boost engagement, performance, and organizational effectiveness.

You will partner with leadership on org design, succession planning, employee engagement, and development initiatives, enabling HR to act as a true business partner rather than a service provider. This remote role requires strong business acumen and the ability to influence at all levels.

Qualifications

• Seven (7) years in an HRBP or senior HR generalist role.
• Experience supporting senior leaders in a strategic capacity.
• Proven ability to influence, coach, and challenge business leaders effectively.
• Experience using HR data to inform decision-making.
• Autonomy in a fast-paced, remote environment.

Responsibilities

• Serve as a strategic consultant to business leaders on workforce planning, engagement, and org effectiveness.
• Lead talent discussions, including succession planning, high-potential identification, and performance calibration.
• Partner with leadership to design organizational structures and team models aligned to business goals.
• Use data and insight to drive strategic recommendations and coaching conversations.
• Collaborate with Workforce Intelligence and Employee Relations to ensure integrated HR support.
• Support change initiatives, culture efforts, and manager capability-building.

Skills

HRBP experience

Senior HR generalist

Influence coaching

Data-driven decisions

Remote work

Cross-functional collaboration

EQ & relationship-building

Tools

MS365

Workday

Job description

Stride, Inc. is seeking a Strategic HRBP to act as a trusted advisor to senior leaders, guiding talent strategies that boost engagement, performance, and organizational effectiveness.

You will partner with leadership on org design, succession planning, employee engagement, and development initiatives, enabling HR to act as a true business partner rather than a service provider. This remote role requires strong business acumen and the ability to influence at all levels.