Senior Strategic Human Resources Business Partner

Requirements

• Bachelor's Degree in Human Resources, Business Administration, Organizational Development, Industrial/Organizational Psychology, or related field.
• 10+ years of progressive HR experience with significant experience in strategic HR business partnership, organizational design, workforce planning, compensation-related consulting, or organizational effectiveness.
• Demonstrated experience advising leaders on organizational structure, role design, workforce planning, and organizational effectiveness initiatives.
• Strong understanding of job architecture, position management, job description development, job leveling, career frameworks, and compensation philosophy.
• Experience supporting organizational restructures, workforce transformations, mergers, acquisitions,

Benefits

Additional Information

Sony Electronics Inc. is looking for the risk-takers, the collaborators, the inspired and the inspirational. We want the people who are brave enough to work at the cutting edge and create solutions that will enrich and improve the lives of people across the globe. In addition to competitive pay and benefits, we offer an environment and culture that promotes Diversity, Equity and Inclusion. In addition, our team members enjoy innovative work-life balance opportunities including a hybrid home/office workplace, monthly "Free Fridays", and early shutdowns on Fridays throughout the year (including half-days during the summer). Join us on our mission to fill the world with emotion through the power of creativity and technology. The Senior Human Resources Business Partner (Sr. HRBP) plays a critical role in supporting the execution of key people strategies and programs across the organization. Working closely with business leaders, HR Business Partners, Compensation, People Experience, and other HR Centers of Excellence, this role helps drive organizational effectiveness through talent management, performance management, employee relations, compensation initiatives, workforce planning, and leadership support. The ideal candidate is a collaborative HR professional who thrives in a matrixed environment, builds strong relationships across functions, and successfully translates HR strategies into practical business solutions. Strategic Business Partnership Serve as a trusted advisor to leaders, providing guidance on organizational effectiveness, workforce planning, employee relations, organizational design, and talent strategies. Partner with business leaders to align people initiatives with organizational objectives and operational priorities. Support change management, business transformation, restructuring, growth initiatives, and evolving organizational needs. Influence outcomes through collaboration across a decentralized and matrixed organization. Compensation, Rewards & Workforce Planning Partner closely with the Compensation team to support the successful execution of compensation programs, processes, and annual cycles. Support annual compensation activities including salary reviews, promotions, equity reviews, recognition programs, etc. Assist with sales incentive programs, spot award programs, and other recognition initiatives. Help ensure consistent application and understanding of compensation programs, guidelines, and practices across client groups. Performance Management & Talent Programs Partner with People Experience Team to support the implementation and adoption of talent, performance management, leadership development, and succession planning programs. Collaborate with leaders to establish meaningful goals, key performance indicators (KPIs), and performance expectations aligned with business objectives. Coach managers on performance conversations, employee development, feedback practices, and accountability. Support talent review and succession planning activities through leader consultation and program execution. Reinforce organizational talent initiatives through leader engagement, communication, and change management support. Employee Relations & Manager Effectiveness Lead and support employee relations matters, workplace investigations, performance improvement efforts, and conflict resolution activities. Coach leaders on employee relations issues, performance concerns, policy application, and risk mitigation. Build manager capability through ongoing consultation, training, and practical leadership support. Partner with leaders to improve team effectiveness, employee engagement, and workplace culture. HR Programs, Projects & Continuous Improvement Identify opportunities to improve, streamline, and scale HR programs, processes, and tools. Support the implementation of new HR initiatives, policies, and programs in partnership with HR Centers of Excellence. Lead and participate in cross-functional HR projects that enhance organizational effectiveness and employee experience. Provide feedback and insights to HR teams regarding business needs, program effectiveness, and opportunities for improvement.

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Company Intel

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