Strategic HR Business Partner

The Strategic HR Business Partner (HRBP) serves as a trusted advisor to business leaders, including Directors, Managers, and Executives, providing strategic HR guidance that aligns with business objectives. This role partners closely with leaders and HR Centers of Excellence (CoEs) to drive workforce effectiveness, organizational planning, talent strategies, and employee engagement initiatives. The HRBP acts as a consultant, supporting leaders in leveraging HR programs and policies to optimize team performance and business outcomes.

Key Responsibilities

Strategic HR Consultation & Business Alignment

• Serve as a strategic thought partner to leaders, providing HR insights and solutions that align with business goals.
• Partner with HR Centers of Excellence (CoEs) to support leaders in navigating talent acquisition, total rewards, employee development, and workforce planning needs.
• Utilize HR metrics and analytics to provide leaders with data-driven recommendations on talent, engagement, and workforce trends.
  
  

Organization & Workforce Planning

• Collaborate with leaders to assess and implement organizational design changes, role clarity, and succession planning in partnership with HR CoEs.
• Work with HR CoEs to facilitate workforce planning discussions, ensuring leaders have the right resources and talent strategies to meet business objectives.
• Support organizational change efforts, including restructuring and cultural transformation, in alignment with business needs.
  
  

Total Rewards & Compensation Strategy (In Partnership With CoE)

• Partner with the Total Rewards team to provide leaders with insights into compensation structures, pay practices, and market trends.
• Assist in the facilitation of compensation planning cycles, ensuring leaders understand and adhere to pay equity and reward guidelines.
• Serve as a liaison between business leaders and Total Rewards to address compensation-related inquiries.
  
  

Leadership & Employee Development (In Partnership with Learning & Development CoE)

• Collaborate with the Learning & Development CoE to support leadership development programs, succession planning, and career pathing initiatives.
• Facilitate HR-related training sessions in partnership with the Learning & Development team.
• Provide coaching to leaders on effective people management, performance development, and employee engagement strategies.
  
  

Talent Acquisition & Retention (In Partnership with CoE)

• Work closely with the Talent Acquisition CoE to support leaders in identifying staffing needs and improving hiring processes.
• Provide insights on talent market trends and internal mobility strategies in alignment with business objectives.
• Partner with TA and HR teams to develop strategies for attracting and retaining top talent.
  
  

Employee Engagement & Culture

• Drive leader accountability for engagement action plans based on employee feedback and engagement survey results.
• Partner with business leaders and HR CoEs to enhance workplace culture and foster a positive employee experience.
• Support DEI initiatives in partnership with the broader HR team.
  
  

HR Program & Policy Execution

• Guide leaders on HR policies, best practices, and compliance with employment laws.
• Act as a bridge between business leaders and HR CoEs, ensuring alignment on HR program execution.
• Provide coaching and guidance to leaders on performance management, employee relations, and HR policy interpretation.
  
  

Qualifications & Skills

• Education: Bachelor’s degree in Human Resources, Business Administration, or related field. Master’s degree or HR certification (SPHR, SHRM-SCP) preferred.
• Experience: Minimum of 7-10 years of progressive HR experience, with at least 5 years as an HRBP supporting senior leaders.
• Expertise in: Strategic HR consulting, organizational planning, leadership coaching, and HR program implementation.
• Strong facilitation skills with the ability to lead meetings, workshops, and training sessions.
• Data-driven mindset with the ability to analyze HR metrics and provide actionable insights.
• Deep understanding of employment laws, HR best practices, and HR technology.
• Ability to navigate complex, matrixed organizations and influence across various leadership levels.
• Excellent interpersonal, communication, and problem-solving skills.
  
  

Notice To Applicants

Ravago Americas is an equal employment opportunity employer. We adhere to a policy of making employment decisions without regard to race, color, age, sex, religion, national origin, disability, veteran status, citizenship status, or marital status. We assure you that your opportunity for employment with this employer depends solely upon your qualifications.

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