Senior Human Resources Business Partner

Published February 21st, 2024

Job Title: Senior Business Partner, People and Culture
Reports to: Vice President, People and Culture
Location:  Greater Boston Area (hybrid role with minimum two days/week in office – Financial District)

A national non-profit has been pioneering solutions to help students for over 60 years. Since 2018, we’ve been building a new digital ecosystem of platforms and partners that is revolutionizing the school-to-work journey for every kid in America, starting in middle school.

We aspire to help students know themselves and their options and make informed decisions about their education and career goals early in life. Our overall objective is to build a generation of successful individuals who are confident, competent, and ready to realize the future they envision.

The Senior Business Partner is accountable for:
  • Stewarding the end-to-end people and culture agenda for assigned client(s)
  • Providing subject matter expertise and leadership of assigned sub-P&C functions, e.g., total rewards,
  • Thought partnership with the VP, People and Culture
  • Peer leadership and coaching of other team members.

The Senior Business Partner (SBP) will support specific assigned client areas and serve as the People and Culture (P&C) team’s Subject Matter Expertise (SME) and functional lead for one or more divisional areas.

The SBP will support the assigned senior leaders to enable the organization’s strategy including co-owning and creating the talent management, organization and culture initiatives, emphasizing Diversity, Equity, Inclusion and Belonging (DEIB) priorities.

The SBP will play an active role in all stages of the employee lifecycle for their client groups, including hiring, onboarding, compensation, team building, and organization development, and will play a critical role in interfacing with and ensuring alignment to policies and practices while driving to meet functional and organization-wide priorities. They will be accountable for all related deliverables and milestones for these divisions, consulting with other P&C team members to support clients across the enterprise.

Additionally, the SBP will lead the P&C function’s total compensation work, including analyzing options and interfacing with vendors to ensure that the organization’s total rewards continually align with its organizational philosophy to attract and retain the best talent. The role reports to the Vice President, People and Culture.

Is this you?
You are a consultative people and culture leader experienced in providing various People and Culture solutions to meet business needs. You have a depth of experience in total rewards (i.e. compensation and benefits) and love analyzing data, identifying continuous improvement opportunities, and excel in building relationships with business stakeholders in a dynamic environment. You appreciate being challenged, developing solutions and want to make an impact. You have an enterprise-focused and inclusive mindset and want to work collaboratively for a mission-driven organization.


  • Acts as a thought partner for the leadership, especially in total rewards, to ensure the people and organization strategy is a key enabler to achieving the business results.
  • Drives business results by creating/implementing human resource initiatives tailored to business requirements.
  • Acts as an influential advisor to identify and drive change by owning end-to-end execution of the functional P&C work for assigned areas, such as leading organization-wide total rewards processes.
  • Serves in a leadership capacity for the continuing rollout of the organization’s articulated strategy, values, vision, and culture while encouraging innovative business decisions.
  • Works with clients to implement and manage human resources processes, such as the performance management process, including performance assessment, calibration, and compensation planning.
  • Collaborate with other P&C team members stewarding Talent Acquisition, DEIB, etc. to roll out enterprise-wide programs and ensure organizational needs are understood and met.
  • Serves as the primary recruiter to source and acquire talent for assigned client group(s), working with the (Talent Acquisition lead) to deploy best practices and remain consistent with the organization’s TA process.
  • Ensures the business attracts, develops, and retains high-quality talent at all levels in a continuous pipeline to support the growth objectives, opportunities, and strategies of the business.
  • Works with clients and other BPs to manage and address employee relations issues.
  • Coaches and counsels management and employees within assigned client group(s)
  • Plays an active leadership role in the commitment to continuous improvement.
  • Acts as a consultant and advisor with a significant understanding of DEIB and Racial Equity to further learning and capability within client group(s) and broader organization. Cultivates a strong external network of appropriate DEIB connections to support the organization’s objectives.
  • Works in partnership with the P&C community to build a strong employment brand and reputation as a great place to work.
  • Co-creates and actively manages impactful metrics and stewards the P&C dashboard to understand P&C metrics inclusive of diversity metrics. Establishes P&C-wide management routines to review data regularly to reinforce and inspire action, accountability, and outcomes.


Minimum of 10 years of experience in progressively responsible roles in human resources, including human resources business partner or “generalist” role. Experience in education technology or non-profit industry is strongly preferred.

Knowledge, Skills & Abilities

  • Business thinker with the ability to understand and translate strategy into practical plans.
  • Deep and well-practiced knowledge of P&C best practices, principles, regulations and laws
  • Demonstrated experience in total rewards (i.e., compensation and benefits) for best-in-class organizations.
  • Strong process and system orientation to include data analytics and metrics tracking.
  • Strong employee relations and engagement-building skills.
  • Excellent communicator, including deep listening skills.
  • Exceptional consulting skill with the ability to inspire confidence, connecting people-related issues and initiatives to overall business strategy; ability to influence as a trusted consultant and functional expert to senior leaders.
  • Superior coaching skills
  • Successful track record and demonstrated success with recruiting and building of talent pipelines.
  • A self-motivated and self-confident individual who is ready to stretch into new and potentially uncomfortable areas to develop and refine functional BP skills.
  • Strong sense of ownership and accountability for assigned areas of subject matter expertise and for achievement of results.
  • Demonstrated understanding of organizational change and transformation planning and execution.
  • Ability to build strong relationships among senior management and peers to gain commitment and support for major initiatives while placing the company’s interests first.
  • Mission-driven with high energy and resilience.
  • Strong collaborative work style to achieve both individual and team goals.


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