Senior Human Resources Business Partner; HRBP

Who We Are

At Brooks, we believe movement is the key to feeling more alive. That’s why we’re driven to create gear and experiences that take people to the place that makes them feel more alive — whether it’s a headspace, a feeling, or a finish line.

Everyone who works at Brooks is propelled by a company culture that sparks excitement, fuels collaboration, inspires creativity, and ignites innovation.

Our brand values help bond us together and drive our success:

• Runner First — We act in the best interest of the runner
• Word is Bond — We do what we say we’ll do
• Champion Heart — We give our all in everything we do
• There is no “I” in Run — We stay generous with our humanity
• Keep Moving — We find ways to move every day, because joy is kinetic!

We welcome everyone from every walk of life looking to inspire others through the power of movement — because we’re all moving towards something. Let’s run there.

As a Senior HRBP, you will independently drive major bodies of work with minimal guidance, providing strategic and hands‑on organizational guidance across several key functional areas. You will demonstrate strong business and financial acumen, innovative thinking, and a confident point of view that informs team and business planning. You will champion the creation of strong partnerships across Brooks, proactively connecting partners and driving cross‑group integration, and deliver value‑added support aligned to the Brooks strategic roadmap.

You will balance strategic, data‑driven business partnership with a roll‑up‑your‑sleeves attitude, anticipating problems and leading change management efforts.

• Strategic Partnership
• Independently drive major bodies of work including succession planning, design and implementation of enterprise HR initiatives and cross‑functional projects with minimal guidance, aligning people plans and solutions to business strategy.
• Provide thought leadership and a clear POV regarding organizational and people‑related execution, advising leaders on creating organizations positioned to scale with Brooks’ growth.
• Support our People Paths and People Programs by incorporating principles from both in all work streams, from 1:1 conversations to HR Rhythm of the Business (RoB) and strategic work streams.
• Develop and maintain a strong point of view that informs team and business planning.
• Execution & Impact
• Lead complex, ambiguous, high‑risk projects and programs, anticipating problems and proactively facilitating solutions.
• Gather feedback and draw insights from the business to contribute to the design and priorities of the HR strategic roadmap.
  
  Facilitate the annual Brooks Cultural Strengths Survey, analyze results, and partner with leadership to develop action plans.
• Lead workforce planning efforts for assigned functional groups, supporting hiring managers and partnering with compensation teams.
• Lead and drive difficult decisions and discussions with confidence and thorough preparation for unforeseen circumstances.
• Diagnose and mediate cross‑team issues, proactively facilitating collaborative solutions.
• Challenge leaders and offer perspectives on the advantages and disadvantages of proposed strategies, suggesting alternative solutions and explaining the rationale for different approaches.
• Directly support hiring managers to understand and plan recruiting needs:
• Partner with hiring manager to understand organizational implications of newly created positions, backfills, etc. Understand the business need and recommend solutions aligned with business needs and minimize disruption strategy shifts require org changes. Advise on org and structure and aid in job descriptions review and feedback.
• Partner closely with the compensation team providing information on the team, the headcount and any context relevant for compensation analysis and job description review of a role.
• Maintain knowledge of employment laws and trends, ensuring regulatory compliance and reducing legal risks.
• Partnerships & Collaboration
• Proactively connect partners and drive cross‑group integration and work, adding strategic and execution value.
• Work closely with HR CoEs supporting an integrated HR methodology. Act as the…