Job Opportunities API

Role Overview The HR Business Partner (HRBP) is responsible for aligning talent strategy with business strategy across assigned markets or client groups. As a trusted advisor to business leaders, the HRBP provides strategic guidance on workforce planning, organizational effectiveness, leadership capability, succession, performance, and talent investment decisions that enable business growth and execution. The HRBP leverages business acumen, workforce insights, and deep partnerships to help leaders anticipate talent needs, address organizational challenges, and build high-performing teams. Success in this role is measured by the ability to influence business outcomes through effective talent, leadership, and organizational strategies Job Responsibilities   Strategic Business Partnership Serve as a trusted advisor to business leaders, aligning talent strategies with business priorities and growth objectives. Translate business strategy into actionable talent plans that address workforce, leadership, organizational, and capability needs. Participate as a member of market and leadership teams, providing strategic counsel on talent, organizational effectiveness, and workforce decisions. Build strong business acumen to understand market dynamics, financial performance, operational priorities, and future business needs. Organizational Effectiveness Serve as a trusted advisor to business leaders, translating business strategy into workforce, organizational, and leadership strategies that support growth and performance. Assess organizational effectiveness and identify opportunities to improve structure, role clarity, decision-making, accountability, and team performance. Partner on workforce planning efforts by identifying current and future talent needs, critical roles, organizational risks, and capability gaps. Partner with leaders to design and implement organizational design changes that support business objectives and long-term success. Lead people-related change initiatives, helping leaders assess impacts, manage resistance, drive adoption, and sustain results. Use workforce, talent, and business insights to identify organizational risks, inform decisions, and measure the effectiveness of talent strategies. Talent Strategy and Workforce Planning Develop and execute market-level talent strategies aligned with business priorities and growth objectives. Partner with leaders to assess talent, build succession pipelines, strengthen bench strength, and prepare future leaders. Advise leaders on hiring, development, retention, and workforce investment decisions to ensure the organization has the talent needed to achieve business goals. Facilitate talent reviews and performance calibration discussions that strengthen accountability, differentiate performance, and improve talent outcomes. Coach and challenge leaders in making effective decisions related to performance, potential, succession, development, and team composition. Partner closely with Talent Management, Talent Acquisition, Learning & Development, Total Rewards, and other HR partners to deliver integrated talent solutions that address business needs. Monitor key talent indicators and use data to drive decisions related to performance, succession, retention, engagement, and capability development. Culture Reinforce IMA's culture and values by helping leaders build accountable, inclusive, and high-performing teams. Coach leaders on leadership effectiveness, employee experience, team dynamics, and organizational health. Ensure leaders execute core talent practices, including performance management, compensation planning, talent reviews, and succession planning with consistency and accountability. Promote leader accountability for talent outcomes, including employee development, team performance, succession readiness, engagement, and retention of key talent. Build strong relationships and cr