Principal HR Business Partner

What the role needs

• Strategic Business Partnership
• Serve as a trusted advisor to Executive Leaders and Senior Leadership teams on business and people-related matters.
• Translate business strategies into scalable talent, workforce, and organizational plans.
• Anticipate organizational needs and recommend proactive people solutions that drive business outcomes.
• Participate in business planning discussions and provide strategic insights on workforce implications.
• Organizational Effectiveness & Design
• Lead organizational design and workforce planning initiatives that support business growth and transformation.
• Assess organizational capabilities and recommend structural improvements to enhance effectiveness.
• Partner with leaders on change management efforts and organizational transformations.
• Evaluate spans and layers, decision-making effectiveness, and operating model efficiencies.
• Talent Strategy & Leadership Development
• Drive talent planning, succession management, and leadership development activities.

From the employer

Why UKG: At UKG, the work you do matters. The code you ship, the decisions you make, and the care you show a customer all add up to real impact. Today, tens of millions of workers start and end their days with our workforce operating platform. Helping people get paid, grow in their careers, and shape the future of their industries. That’s what we do. We never stop learning. We never stop challenging the norm. We push for better, and we celebrate the wins along the way. Here, you’ll get flexibility that’s real, benefits you can count on, and a team that succeeds together. Because at UKG, your work matters—and so do you. About the Role The Principal HR Business Partner (HRBP) serves as a strategic advisor to Executive and Senior Leadership teams, driving the people strategy across a large, complex global organization. This role is responsible for aligning business objectives with talent, organizational, and workforce strategies to accelerate business performance and organizational effectiveness. As a senior individual contributor, the HRBP influences decisions at the highest levels of the organization, partnering with leaders across multiple geographies, functions, and business units. The role requires deep business acumen, strong executive presence, and the ability to lead through influence in a highly matrixed global environment. Key Responsibilities Strategic Business Partnership • Serve as a trusted advisor to Executive Leaders and Senior Leadership teams on business and people-related matters. • Translate business strategies into scalable talent, workforce, and organizational plans. • Anticipate organizational needs and recommend proactive people solutions that drive business outcomes. • Participate in business planning discussions and provide strategic insights on workforce implications. Organizational Effectiveness & Design • Lead organizational design and workforce planning initiatives that support business growth and transformation. • Assess organizational capabilities and recommend structural improvements to enhance effectiveness. • Partner with leaders on change management efforts and organizational transformations. • Evaluate spans and layers, decision-making effectiveness, and operating model efficiencies. Talent Strategy & Leadership Development • Drive talent planning, succession management, and leadership development activities. • Partner with executives to identify critical talent risks and development opportunities. • Facilitate talent reviews and organizational talent discussions. • Support the development of diverse leadership pipelines and succession plans. Employee Engagement & Culture • Partner with leaders to strengthen engagement and organizational culture. • Analyze employee feedback, engagement data, and workforce trends to identify opportunities for improvement. • Support leaders in creating high-performing, accountable, and inclusive teams. • Act as a steward of company values and leadership expectations. Performance Management • Coach leaders on performance management practices and employee development. • Drive a culture of accountability and continuous feedback. • Support calibration processes and talent differentiation discussions. • Provide guidance on complex employee matters and performance-related decisions. Change Leadership • Lead people-related aspects of business transformations, restructuring initiatives, acquisitions, integrations, and workforce changes. • Develop and execute change management strategies that support successful adoption and business continuity. • Partner with Communications and leadership teams to ensure effective messaging and stakeholder engagement. Workforce Analytics & Insights • Leverage people data and workforce analytics to inform decision-making. • Identify trends, risks, and opportunities related to attrition, engagement, productivity, and organizational health. • Present meaningful insights and recommendations to executive leadership. Global Collaboration • Partner closely with HR Centers of Excellence, People Operations, Talent Acquisition, Total Rewards, Employee Relations, and Learning teams. • Ensure consistent execution of global programs while balancing regional business needs. • Collaborate across geographies to provide leaders with a seamless and integrated HR experience. Basic Qualifications • 12+ years of progressive Human Resources experience. • 5+ years supporting executive and senior leadership populations. • Experience supporting global organizations across multiple regions. • Demonstrated success leading organizational design, workforce planning, talent management, and transformation initiatives. • Experience influencing executive-level business decisions through strategic people recommendations. Preferred Experience • High-growth technology company experience. • Experience supporting large, geographically dispersed organizations. • M&A, integration, and organizational transformation experience. • Advanced degree in Human Resources, Business, Organizational Development, or related field. #LIREMOTE Company Overview: UKG is the Workforce Operating Platform that puts workforce understanding to work. With the world's largest collection of workforce insights, and people-first AI, our ability to reveal unseen ways to build trust, amplify productivity, and empower talent, is unmatched. It's this expertise that equips our customers with the intelligence to solve any challenge in any industry — because great organizations know their workforce is their competitive edge. Learn more at ukg.com. Equal Opportunity Employer UKG is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, disability, religion, sex, age, national origin, veteran status, genetic information, and other legally protected categories. View The EEO Know Your Rights poster UKG participates in E-Verify. View the E-Verify posters here . It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability. Disability Accommodation in the Application and Interview Process For individuals with disabilities that need additional assistance at any point in the application and interview process, please email UKGCareers@ukg.com . The pay range for this position is $129,500 to $186,100. The actual base pay offered may vary depending on skills, experience, job-related knowledge and work location. In addition to base pay, employees may be eligible to participate in a performance-based bonus plan and to receive restricted stock unit awards as part of total compensation. Learn more about UKG’s benefits and rewards at https://www.ukg.com/about-us/careers/benefits