Impress employers and recruiters.
Choose from hundreds of resume examples.

Target Resume Now

Tailor your resume to this Senior HR Business Partner role.

Rezi rewrites your resume against dentsu's job description. Free.

Resume score gauge reading 58 out of 100

Don't guess if your resume is good enough.

See how it scores against the Senior HR Business Partner posting at dentsu — free, in seconds.

About the Role

The Senior Human Resources Business Partner, Data & Technology, serves as a senior strategic advisor and thought partner to business leaders, translating organizational goals into practical talent, leadership, workforce, engagement, organizational design, and operating model strategies. This role partners with executive leaders, HR Centers of Excellence, Finance, Legal, and external talent partners to diagnose organizational needs, develop and execute integrated people strategies, drive talent decisions, and manage sensitive employee relations matters.

Responsibilities

Serve as the senior HR partner to Data & Technology functional leaders, translating business priorities into integrated people strategies.
Advise leaders on workforce planning, organizational design, operating model changes, engagement, and leadership effectiveness.
Use people data, business insights, and organizational diagnostics to influence decisions, identify risks, and prioritize actions.
Develop and present strategic recommendations to senior business leaders.
Lead talent reviews, succession planning, leadership coaching, and capability planning.
Coach leaders and managers on performance management, feedback, development planning, team dynamics, and complex people matters.
Partner with Talent Development and HR Centers of Excellence to implement aligned programs.
Conduct and analyze executive exit interviews and synthesize themes to inform organization strategies.
Coordinate executive onboarding and offboarding processes, including transition planning for senior leaders.
Partner with external executive search firms, staffing agencies, and recruitment partners to identify, screen, and onboard senior-level talent.
Assess organizational health, structure, skills, ways of working, leadership effectiveness, and engagement using data.
Lead and support people-related transformation initiatives including organizational restructuring, operating model changes, and culture shifts.
Develop organizational diagnostics and present recommendations to senior business leadership.
Manage complex employee transitions including resignations, terminations, role changes, and reduction-in-force activities.
Serve as escalation point for sensitive employee relations matters.
Partner with Legal and other stakeholders to ensure regulatory compliance across employment matters.
Ensure consistent execution of core HR programs, policies, and practices.
Coordinate with HR Advisors and Centers of Excellence on recruiting, onboarding, benefits, compensation, performance management, and learning/development program execution.
Analyze workforce data across multiple dimensions including headcount trends, attrition, performance ratings, compensation levels, promotion velocity, diversity metrics, engagement survey results, exit interview trends, and recruitment metrics.
Partner with HR Analytics/Centers of Excellence and Finance on data validation, analytical rigor, and executive presentation.
Manage strategic relationships with multiple stakeholder groups including C-suite and executive team, mid-level directors and managers, HR Advisors, HR Centers of Excellence, Finance, Legal, external recruiters and staffing partners, and global HR peers.
Lead multi-stakeholder approval workflows for sensitive and complex HR decisions.
Coordinate with Finance on budget implications and financial impact of talent, compensation, and restructuring decisions.
Serve as primary HR point-of-contact for assigned business units.

Requirements

Bachelor's degree in Human Resources, Business Administration, Industrial/Organizational Psychology, or related field.
Advanced degree (MBA, MS in HR, MA in Organizational Development) or HR certification (PHR, SPHR, CIPHR) preferred.
10+ years of progressive HR experience.
At least 5 years as an HR Business Partner or equivalent strategic HR role supporting senior business leaders in complex, matrixed, and/or global organizations.
Demonstrated experience in organizational design, restructuring, and operating model transformation.
Demonstrated experience in performance management and complex employee relations.
Demonstrated ability to manage sensitive, confidential matters and make sound judgments in ambiguous, complex situations.
Experience supporting global organizations or managing cross-regional teams required.

Skills

Strategic partnership
Business alignment
Workforce planning
Organizational design
Operating model changes
Engagement
Leadership effectiveness
People data analysis
Business insights
Organizational diagnostics
Talent reviews
Succession planning
Leadership coaching
Capability planning
Performance management
Feedback
Development planning
Team dynamics
Employee relations
Executive exit interviews
Onboarding
Offboarding
Transition planning
Executive search
Staffing agencies
Recruitment
Organizational effectiveness
Transformation
Change management
Risk management
Legal compliance
WARN Act
OWBPA
Wage & hour laws
State-specific employment law
HR program execution
Policy interpretation
Workforce data analysis
Headcount trends
Attrition analysis
Performance ratings analysis
Compensation analysis
Promotion velocity analysis
Diversity metrics analysis
Engagement survey analysis
Exit interview trend analysis
Recruitment metrics analysis
Data validation
Analytical rigor
Executive presentation
Stakeholder management
Cross-functional collaboration
Budget management
Business case development

Location

New York - 150 E 42nd

Work Type

Hybrid
Full time
Permanent

Experience Level

Senior
10+ years of progressive HR experience
5+ years as an HR Business Partner or equivalent strategic HR role

Education Level

Bachelor's degree in Human Resources, Business Administration, Industrial/Organizational Psychology, or related field
Advanced degree (MBA, MS in HR, MA in Organizational Development) or HR certification (PHR, SPHR, CIPHR) preferred

Salary/Compensations

$136,850-$150,000

Benefits

Medical, vision, and dental insurance
Life insurance
Short-term and long-term disability insurance
401k
Flexible paid time off
At least 15 paid holidays per year
Paid sick and safe leave
Paid parental leave
Compliance with applicable state and local laws regarding employee leave benefits

About the Company

At dentsu, we believe great work happens when we’re connected. Our way of working combines flexibility with in-person collaboration to spark ideas and strengthen our teams.

Equal Opportunity

Dentsu is committed to providing equal employment opportunities to all applicants and employees. We do this without regard to race, color, national origin, sex , sexual orientation, gender identity, age, pregnancy, childbirth or related medical conditions, ancestry, physical or mental disability, marital status, political affiliation, religious practices and observances, citizenship status, genetic information, veteran status, or any other basis protected under applicable federal, state, or local law.
Dentsu is committed to providing reasonable accommodation to, among others, individuals with disabilities and disabled veterans. If you need an accommodation because of a disability to search and apply for a career opportunity with us, please send an e-mail to ApplicantAccommodations@dentsu.com by clicking on the link to let us know the nature of your accommodation request and your contact information. We are here to support you.