Description & Requirements
What's the role? The HR Business Partner (HRBP) will act as a key strategic advisor within Bloomberg, serving as the primary HR point of contact for Senior global business leaders. With a combination of strong HR consultancy skills and sharp business acumen, this role is responsible for aligning HR initiatives with business objectives, promoting leadership development, and enhancing employee engagement and organizational effectiveness. We'll trust you to:- Partner with business leaders to align HR strategies with organizational goals and global initiatives.
- Provide leadership coaching and advisory support to enhance managerial effectiveness and leadership capabilities.
- Manage key stakeholder relationships and influence decision-making to advance HR and business priorities.
- Ensure compliance with HR policies, labor regulations, and manage associated HR risks.
- Design and implement HR communications strategies to drive awareness and engagement on HR priorities and milestones underpinning the HR and Business Strategies.
- Support HR aspects of mergers and acquisitions, including due diligence, integration planning, and change management.
- Drive organizational design and change management to optimize business structure and effectiveness.
- Foster a positive organizational culture and drive employee engagement through targeted programs and initiatives.
- Conduct strategic workforce planning to identify talent needs and inform recruitment and succession strategies.
- Leverage benchmarking and market intelligence to ensure competitive and forward-looking HR practices.
- Collaborate with Centers of Excellence (COEs) in Talent and Inclusion to shape and support business-aligned talent strategies.
- Identify training needs and partner on learning and development initiatives to close skill gaps.
- Contribute to talent acquisition strategy, including sourcing, recruitment, and candidate selection processes.
- Facilitate executive onboarding and support team development to enhance collaboration and performance.
- Provide insights and partnership on talent and inclusion topics to support a high-performing, inclusive culture.
- Collaborate closely with broader HR Business Partnering community across the enterprise to ensure consistency in HR strategy and execution across all business levels.
- Operate with an enterprise-wide mindset working with Global Business Partners, ensuring HR strategies support broader business planning across varied teams and geographies.
You’ll need to have:
- 10+ years of progressive experience in senior HR Business Partner, generalist, or talent strategy roles within dynamic, high-growth, and complex organizations.
- Demonstrated success partnering with executive and senior leadership teams, with the ability to influence C-level stakeholders and drive strategic people outcomes.
- Deep expertise in HR disciplines, including organizational design, workforce planning, performance management, talent development, and employee relations.
- Exceptional consultative and coaching skills, with a proven track record of enabling and developing leaders across functions and levels.
- Strong business and financial acumen, coupled with an analytical, data-driven mindset—comfortable using metrics, dashboards, and insights to shape people strategies and drive decision-making.
- Ability to navigate ambiguity, lead through change, and manage complex priorities across global business units in a fast-paced, matrixed environment.
- High degree of executive presence, emotional intelligence, and professional maturity, with a collaborative, pragmatic approach to problem-solving.
We’d love to see:
- Experience working in a global, matrixed enterprise with a high-performing HR team structure, including Centers of Excellence and Shared Services.
- Familiarity with leading enterprise HRIS platforms (e.g., Workday, SAP SuccessFactors) and people analytics tools.
- Hands-on involvement in organizational transformation, change management, or M&A integration work.
- A passion for talent strategy, culture building, and advancing diversity, equity, and inclusion (DEI) in meaningful, scalable ways.
- A continuous improvement mindset, with demonstrated ability to optimize HR processes, systems, and employee experiences through innovation and agility.
The referenced salary range is based on the Company's good faith belief at the time of posting. Actual compensation may vary based on factors such as geographic location, work experience, market conditions, education/training and skill level.
We offer one of the most comprehensive and generous benefits plans available and offer a range of total rewards that may include merit increases, incentive compensation (exempt roles only), paid holidays, paid time off, medical, dental, vision, short and long term disability benefits, 401(k) +match, life insurance, and various wellness programs, among others. The Company does not provide benefits directly to contingent workers/contractors and interns.
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