Additional Information
The Operations Performance HR Business Partner serves as a strategic advisor and primary HR interface to the executive leadership team, shaping enterprise decisions through a people, leadership, and organizational lens and driving alignment between business strategy, talent strategy, and organizational capability. The HRBP provides global oversight of people and leadership initiatives that directly enable performance, resilience, and long-term value creation.
The ideal candidate brings deep business acumen, broad mastery of core HR disciplines including talent management, employee relations, performance management, workforce planning, and organizational design. In addition, the ideal candidate has proven experience operating at the executive level and demonstrates high credibility with senior leaders, able to influence outcomes without positional authority, and skilled at navigating complexity, ambiguity, and competing priorities across geographies, cultures, and functions. This individual consistently connects workforce strategy to business outcomes and ensures people decisions are grounded in data, sound judgment, and the organization's strategic ambition.
ESSENTIAL FUNCTIONS
Executive Partnership & Advisory
Serve as a trusted coach, challenger, and sparring partner to senior leaders and executives on leadership effectiveness, team dynamics, decision-making, and interpersonal impact
Drive high-quality, outcome-oriented discussions with leaders on organizational performance, leadership behaviors, and talent risks
Constructively challenge leadership assumptions and people decisions to ensure alignment with strategic priorities, values, and long-term sustainability
Leadership & Organizational Effectiveness
Advise leaders on leadership responsibilities, governance, and behavioral expectations, particularly in times of change, growth, or transformation
Enable and support leaders in leading complex change efforts, including organizational restructuring, operating model shifts, and cultural evolution
Assess leadership capability gaps and partner with leaders to design targeted development interventions that strengthen enterprise leadership depth
Talent Strategy & Succession
Strongly advocate for the identification, development, and deployment of top talent into critical and high-impact roles across the organization
Partner with executives to drive succession planning, talent reviews, and workforce planning, ensuring near- and long-term leadership continuity
Translate enterprise talent strategy into actionable plans that address readiness, mobility, and diversity of leadership pipelines
Strategic HR Integration
Provide a full range of strategic HR business partnering services, including workforce planning, talent management, performance management, employee relations risk mitigation, and organizational design
Partner with Centers of Excellence to ensure HR programs are aligned, scalable, and fit for purpose in a global, operationally intensive environment
Act as an integrator across HR Centers of Excellence, ensuring enterprise solutions meet business needs while maintaining global standards and governance
Empowerment, Governance & Decision Quality
Empower leaders to make independent, informed, and accountable people decisions within established policies, frameworks, and risk tolerance
Balance empowerment with strong governance, ensuring consistency, fairness, and compliance across regions and functions
Elevate decision quality by grounding discussions in data, insight, and a forward-looking assessment of organizational impact
Noblecorp · Houston