Sr. HR Business Partner

Sr. HR Business Partner - Corporate

Varsity Brands is seeking a Sr. HR Business Partner - Corporate to serve as a senior individual contributor and strategic advisor supporting Varsity Brands’ Corporate Functions. This role is responsible for shaping and executing integrated people strategies that align to business priorities and enterprise talent objectives.

Operating with a high degree of independence, this role partners directly with executive leadership to drive organizational effectiveness, leadership performance, and workforce planning within a lean, high-impact corporate function. The Sr. HR Business Partner - Corporate is a trusted confidant, thought partner, and constructive challenger who is sought out for perspective on both immediate decisions and forward-looking leadership and organizational strategy.

Initially, this role will primarily focus on Varsity Brands’ Chief Financial Officer and the Finance organization. This role will evolve to support additional Corporate functions (e.g., Legal, Strategy) and plays a key role in shaping and building the Talent Management & Development Center of Excellence through practical, business-driven insight.

How You Will Make An Impact

• Serve as the primary HR advisor to the Chief Financial Officer and Finance leadership team.
• Build and sustain a high-trust, confidential relationship, serving as a trusted confidant on sensitive leadership and organizational matters.
• Operate seamlessly as an advisor, thought partner, and constructive challenger—providing candid perspectives, surfacing risks, and offering well-reasoned options.
• Anticipate leadership and organizational needs, proactively identifying risks and opportunities and bringing forward clear, actionable plans.
• Participate as a core member of the Finance leadership team, including staff meetings and strategic planning sessions.
• Provide perspective on immediate decisions and longer-term organizational and leadership implications.

Leadership Effectiveness & Organizational Health

• Assess and improve leadership effectiveness, team dynamics, and organizational alignment.
• Provide clear, direct coaching and guidance to senior leaders, including perspective on leadership approach, team engagement, and the potential impact of key decisions.
• Identify and address organizational risks, leadership misalignment, and team effectiveness challenges.

Workforce Strategy & Talent Planning

• Develop and drive forward-looking workforce and talent strategies aligned to business priorities, translating strategy into clear, actionable plans across talent, structure, and capability.
• Lead succession planning, talent reviews, and leadership pipeline development for critical roles.
• Partner with leaders to align talent decisions with long-term organizational needs.

HR Integration & COE Alignment

• Partner closely with HR Centers of Excellence to deliver coordinated, proactive, and high-impact solutions.
• Translate business needs into clear HR priorities, ensuring alignment across Talent Acquisition, Talent Management, Total Rewards, and Employee Relations.
• Build strong partnerships across the HRBP cohort to ensure consistency and enterprise alignment.
• Proactively align business needs with HR COEs, ensuring forward-looking planning and coordinated delivery rather than reactive support.

Data, Insights & Workforce Analytics

• Leverage workforce data to identify trends, diagnose root causes, and generate clear, actionable insights that inform and influence leadership decisions.
• Support data-driven workforce planning, talent strategy, and organizational decisions.

Employee Experience & Engagement

• Identify and address key employee experience drivers within the Finance organization.
• Partner with leaders to strengthen engagement, retention, and overall organizational health.
• Provide guidance on complex employee relations matters with a focus on fairness, consistency, and risk mitigation.

Enterprise Contribution & COE Development

• Contribute to the design and evolution of the Talent Management & Development COE.
• Provide practical, business-informed input to strengthen enterprise talent strategies and programs.
• Support enterprise initiatives and scale HRBP support across additional Corporate functions over time.

Qualifications

Knowledge, Skills, Abilities

The Ideal Candidate Will Demonstrate The Following Leadership Capabilities:

• Demonstrated ability to operate as a trusted advisor to C-level executives, building credibility and influence quickly.
• Exceptional emotional intelligence, executive presence, and sound judgment in high-stakes environments.
• Proven ability to influence and challenge senior leaders without formal authority.
• Strong business acumen with the ability to translate strategy into actionable people priorities.
• Ability to anticipate and navigate complex leadership dynamics, providing thoughtful guidance that strengthens alignment and effectiveness.
• Demonstrated ability to build repeatable trust with senior executives, becoming a go-to advisor across evolving leadership scopes.
• Advanced capability in organizational design, leadership effectiveness, and workforce planning.
• Ability to balance strategic thinking with hands-on execution in a lean environment.
• Strong analytical capability with experience leveraging data to drive insights and decisions.
• High level of discretion and professionalism in handling sensitive and confidential matters.
• Ability to operate effectively in ambiguous, fast-paced, and evolving environments.
• Strong collaboration skills with a demonstrated ability to work across HR and business stakeholders.

Education, Certification And Experience

• Bachelor’s degree in Human Resources, Business Administration, or related field required; Master’s degree preferred.
• 12–15+ years of progressive HR experience, including significant experience as an HR Business Partner.
• Demonstrated experience supporting C-level executives.
• Proven success operating independently in high-visibility, high-impact roles.
• Experience with organizational design, talent management, and workforce planning.
• Experience working in corporate or professional services environments preferred.
• Advanced proficiency with Microsoft Office and HR systems (Workday preferred).

Key skills/competency

• HR Business Partner
• Executive Partnership
• Organizational Effectiveness
• Workforce Planning
• Talent Management
• Leadership Development
• Employee Relations
• Data Analysis
• Strategic Planning
• Change Management