Responsibilities

The HR Business Partner at
Gen is a trusted strategic partner to senior leaders who translates business and AI strategy into practical people strategies. This role owns the end-to-end talent agenda across workforce planning, acquisition, performance, engagement, culture, and retention, ensuring people priorities deliver measurable business outcomes. Working through cross-functional HR squads, the HRBP leads planning and execution that build organizational capability, improve decision-making, and create competitive advantage through people.
Key focus areas include ownership of the end-to-end talent journey, trusted partnership with business leaders, integrated talent acquisition and retention strategy, engagement and performance outcomes, and a highly productive culture rooted in innovation, accountability, inclusion, and responsible technology adoption.
Workforce and org strategy: Translate business and AI strategy into workforce plans that anticipate capability needs, capacity shifts, and operating model changes. Lead org design efforts, model future-state scenarios, and support restructuring and M&A integration with clear change plans and leadership alignment.
Talent strategy and planning: Define talent, succession, and development strategies for critical roles and future capability needs. Lead talent reviews and performance calibration, identify high-potential talent, and partner with leaders to create targeted development actions that strengthen bench depth and retention.
Talent acquisition and retention: Partner with Talent Acquisition to define hiring strategies for critical roles, improve quality of hire, and remove barriers that slow recruitment. Use retention insights to address risk areas early and ensure hiring decisions support long-term capability and business priorities.
Engagement, Culture & Employee Experience: Translate engagement insights into action plans. Embed DEI into talent decisions. Partner with leaders on change management and culture building.
Performance & Reward Excellence: Sponsor performance cycles (goal-setting, feedback, calibration). Ensure reward strategies support retention and performance. Coach leaders on accountability.
Leadership Coaching & Change: Coach leaders on org effectiveness and team dynamics. Guide teams through transformation. Lead people change strategy for new tools and operating models.
HR analytics and insights: Use people analytics, external benchmarks, and business data to identify trends, risks, and opportunities. Translate insights into executive-ready recommendations, build ROI models for people initiatives, and track outcomes to improve investment decisions over time.
Operational Oversight: Ensure execution of core HR cycles. Guide complex employee relations and risk cases. Maintain compliance and coordinate across HR functions.
Key Deliverables:

HR Business Partner at Gen Digital · LumiJobs

HR Business Partner

Responsibilities

Qualification

Required

Benefits

Company

Gen Digital

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