Senior HR Business Partner - Digital, Data & Technology

The Sr HRBP (Human Resource Business Partner) serves as a key strategic partner to executives/senior leaders and provides outcome‑based human capital consultation and translates business strategy into talent solutions. This role partners with the Director, HR in the development and execution of talent strategy for aligned client groups and is a champion for HR strategic and operating priorities.

The Sr HRBP brings deep HR expertise with a strong emphasis on talent management programs and processes and will help drive the talent agenda for each assigned client group. Collaborating with the Director, HR and HR COEs, this role will help shape and deploy programs to build a talent pipeline, advance organizational capability, and empower high‑performance. The Sr HRBP will have a specific focus on key talent initiatives, including talent acquisition, talent assessment and development, performance management, compensation planning, succession planning, leader development, organizational effectiveness, inclusive culture, change management, and overall employee engagement.

The incumbent will serve as a trusted advisor, talent leader, and transformation partner. This role will have accountability for leading organizational design to include both small and large‑scale business unit re‑organizations. The ability to plan and align work and demonstrate strong execution skills are key to achieving successful outcomes.

The Sr HRBP will be a key member of the HR Business Partner Team and may report to a Human Resources Director or Vice President.

• Serve as the primary HR contact for senior business leaders of assigned client groups, partner with Director, HR on development and implementation of talent plans, organizational design, and organizational effectiveness solutions.
• Translate business goals into integrated talent strategies that support growth, performance, and engagement.
• Partner with Centers of Expertise (COE) to deliver on key HR programs (e.g., year‑end processes, inclusive culture, workforce planning, talent review).
• Drive functional talent management planning, talent reviews and succession planning processes for assigned business units. Develop and deploy talent programs to ensure a talent pipeline that will successfully enable current strategies and future growth.
• Consult with and coach leaders on ethical, inclusive, and compliant people practices including how to develop and retain high‑potential talent, foster an inclusive work culture, and may address complex employee matters, requiring escalation to Performance Consulting, Employee Relations, Legal or other areas of expertise as needed.
• Analyze and advise on trends in skill and capability gaps and work with L&D to address needs through use of company‑programs or targeted programs.
• Champion internal mobility, mentoring, and development planning across teams.
• Work with HR Leaders, HR COEs, and business leadership on organizational change initiatives; provide organization design consultation on small and large‑scale, complex business unit reorganizations.
• Ensure policies and practices are applied consistently and legally across functions and teams, delivering a One‑HR approach to delivering HR programs and initiatives.
• Proactively identify opportunities for business leaders to improve team performance; analyze business unit and talent data to identify trends and recommend solutions to improve performance, retention, engagement, and employee experience.
• Provide strategic guidance and work on assigned HR and business‑facing projects that support business units and/or overall HR priorities; manage small, medium, and large projects simultaneously with excellent attention to detail and proficiency; communicate to varying levels across the organization with an ability to tailor presentation style to the audience; effectively communicate complex information in easy‑to‑understand methods; navigate complex situations with poise and resiliency.
• Build critical partnerships and demonstrate high‑level collaboration with COEs and key stakeholders across Thrivent.
• Demonstrate keen understanding of the enterprise strategy and business priorities.…