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Executive Hrbp Jobs (NOW HIRING)

Amazon

Principal, HRBP , ATG

Bellevue, WA · On-site

The Audio, Twitch, Games (ATG) PXT team is looking for a Principal HRBP to lead talent strategy and ... executive coaching on management effectiveness, complex challenges, and culture - Lead talent ...

Everlane

Senior HRBP

Los Angeles, CA · On-site

$81K - $120K/yr

Reporting into the Head of People, the Senior Human Resource Business Partner (HRBP) will build ... Experience partnering directly with senior and executive leadership as a strategic advisor - not ...

Everlane

Senior HRBP

Los Angeles, CA · On-site

$81K - $120K/yr

Reporting into the Head of People, the Senior Human Resource Business Partner (HRBP) will build ... Experience partnering directly with senior and executive leadership as a strategic advisor - not ...

Vercel

Senior HRBP - G&A

San Francisco, CA · On-site +1

$180K - $220K/yr

Partner with executives on headcount planning and HC allocation to align talent resources with ... HRBP or HR generalist role supporting corporate / G&A functions * Experience operating in a fast ...

Framework Ventures

$300 - $360/hr

Lead, mentor, and develop a high-performing HRBP team, ensuring strong partnership, scalable HR ... Strong executive presence and ability to influence, coach, and collaborate effectively across all ...

Vercel

Senior HRBP - G&A

San Francisco, CA · On-site +1

$180K - $220K/yr

Partner with executives on headcount planning and HC allocation to align talent resources with ... HRBP or HR generalist role supporting corporate / G&A functions * Experience operating in a fast ...

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Executive Hrbp information

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$65K

$102.5K

$139.5K

How much do executive hrbp jobs pay per year?

As of Aug 16, 2026, the average yearly pay for executive hrbp in the United States is $102,522.00, according to ZipRecruiter salary data. Most workers in this role earn between $90,000.00 and $123,500.00 per year, depending on experience, location, and employer.

What is the difference between Executive Hrbp vs HR Business Partner?

AspectExecutive HrbpHR Business Partner
CredentialsTypically requires HR certifications and extensive experienceRequires HR certifications and relevant experience
Work EnvironmentStrategic, executive-level, often involved in company-wide decisionsOperational, collaborates closely with business units
Employer & Industry UsageUsed in large corporations for strategic HR rolesCommon across industries for HR support roles
Comparison Search IntentYesYes

The Executive Hrbp and HR Business Partner roles share similar qualifications and are both integral to HR functions. However, the Executive Hrbp typically operates at a higher strategic level, influencing company-wide policies, while the HR Business Partner focuses more on supporting specific business units with HR solutions.

What is an executive HRBP?

An executive HRBP (Human Resources Business Partner) is a senior HR professional who collaborates closely with executive leadership to develop and implement HR strategies aligned with business goals. They provide guidance on organizational development, talent management, and employee relations, often using HR analytics and strategic planning skills. This role typically requires extensive HR experience and strong communication abilities.

What cities are hiring for Executive Hrbp jobs?

Cities with the most Executive Hrbp job openings:

What are the most commonly searched types of Hrbp jobs?

The most popular types of Hrbp jobs are:

What states have the most Executive Hrbp jobs?

States with the most job openings for Executive Hrbp jobs include:

Executive Hrbp jobs near you
Infographic showing various Executive Hrbp job openings in the United States as of August 2026, with employment types broken down into 1% Internship, 90% Full Time, 5% Part Time, and 4% Contract. Highlights an 84% Physical, 4% Hybrid, and 12% Remote job distribution, with an average salary of $102,522 per year, or $49.3 per hour.

HRBP Manager, Corporate Services

Southland Industries

Dulles, VA • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted 22 days ago

Southland Industries rating

8.6

Company rating: 8.6 out of 10

Based on 28 frontline employees who took The Breakroom Quiz

Job description


Position Summary
At Southland, we believe business performance and people performance are inseparable. As we continue to grow, evolve, and scale our business, we are transforming our People Function to serve as a strategic enabler of organizational success.
We are seeking a HRBP Manager - Corporate Platform to serve as the senior People advisor to enterprise functions including Finance, IT, Risk, Safety, Marketing, and other corporate teams that power our business. This role will partner closely with executive leaders to shape workforce strategy, strengthen leadership capability, drive organizational effectiveness, and lead people-related aspects of business transformation.
As a key member of both the People Leadership Team and Corporate Platform leadership community, this individual will influence enterprise-wide talent, succession, organization design, and change initiatives while leading a team of HR Business Partners and Senior HR Business Partners. The successful candidate will be a trusted advisor to executives, an enterprise thinker, and a skilled leader who can translate business strategy into workforce outcomes.
This is a unique opportunity for a strategic HR leader who is passionate about building high-performing organizations, developing leadership capability, and helping shape the future of a growing and increasingly complex enterprise.
Position Details
Strategic Business Partnership
  • Serve as the senior People advisor to Regional Presidents, Business Unit Presidents, and executive leadership teams.
  • Partner with leaders to translate business strategy into workforce and organizational strategies.
  • Develop deep understanding of business operations, financial performance, growth objectives, and workforce challenges.
  • Participate in annual business planning and strategic planning discussions.
  • Provide insight and recommendations regarding workforce risks and opportunities.

Workforce Strategy & Planning
  • Lead workforce planning efforts for assigned business segments.
  • Identify future workforce capabilities required to support growth strategies.
  • Develop plans to address workforce, leadership, and succession risks.
  • Partner with Talent Acquisition and Talent Management leaders to ensure workforce readiness.

Organizational Effectiveness
  • Lead organization design and organizational effectiveness initiatives.
  • Assess organizational structures, spans of control, decision rights, and leadership effectiveness.
  • Facilitate leadership team effectiveness discussions.
  • Drive initiatives that improve organizational health, performance, and scalability.
  • Serve as a consultant to leaders on organizational challenges and workforce productivity.

Change Leadership & Transformation
  • Lead people-related aspects of organizational transformation initiatives.
  • Support acquisitions, integrations, restructures, and leadership transitions.
  • Develop and oversee change management strategies.
  • Partner with executives to build organizational readiness and drive sustainable adoption.
  • Guide leaders through complex change, while maintaining engagement and business performance.

Leadership Development & Succession
  • Facilitate executive talent reviews and succession planning discussions.
  • Identify critical leadership and talent risks.
  • Partner with Talent COEs to strengthen leadership pipelines.
  • Support development of high-potential talent and future leaders.

Enterprise Partnership & COE Integration
  • Partner with Talent, Total Rewards, Shared Services, Employee Relations, and People Operations leaders to develop integrated business solutions.
  • Ensure enterprise People programs are effectively deployed within assigned business segments.
  • Advocate for business needs while serving as a steward of enterprise priorities.
  • Influence future People strategies through business insights and feedback.

HR Partnering Leadership
  • Lead, coach, and develop HR Business Partners and Senior HR Business Partners.
  • Build organizational effectiveness, workforce strategy, and consulting capabilities within the HR Partnering team.
  • Establish consistent standards, expectations, and practices across assigned client groups.
  • Develop future HR leaders and succession pipelines within the People Function.

What Success Looks Like
  • Business leaders view the HRBP Manager as a trusted strategic advisor.
  • Workforce plans support business growth and future workforce needs.
  • Leadership pipelines and succession readiness improve.
  • Organizational effectiveness measures improve across assigned business segments.
  • Acquisitions and organizational transformations are successfully integrated.
  • Enterprise People strategies are effectively adopted and executed.
  • HR Business Partners demonstrate increasing strategic capability and business impact.

Qualifications
Required
  • Bachelor's degree in Human Resources, Business, Organizational Development, Psychology, or related field.
  • 12+ years of progressive Human Resources experience.
  • 5+ years leading HR Business Partners, HR teams, or comparable strategic HR functions.
  • Demonstrated experience supporting executive leaders and leadership teams.
  • Expertise in workforce planning, organizational effectiveness, talent management, succession planning, and change management.
  • Strong business acumen and ability to connect people strategies to business outcomes.
  • Proven ability to influence and lead through complexity and ambiguity.

Preferred
  • Experience supporting large-scale operational, construction, engineering, industrial, manufacturing, energy, service, or project-based organizations.
  • Experience supporting mergers, acquisitions, integrations, or business transformations.
  • Experience leading organization design and organizational effectiveness initiatives.
  • SHRM-SCP, SPHR, or equivalent certification.
  • Master's degree in Human Resources, Organizational Development, Business Administration, or related field.

Benefits
As a 100% employee-owned company, we offer a comprehensive benefits package for you and your family:
  • 401(k) plan with 50% company match (no cap) and immediate 100% vesting
  • Medical, dental, and vision insurance (100% paid for employee)
  • Annual bonus program based upon performance, achievement, and company profitability
  • Term life, AD&D insurance, and voluntary life insurance
  • Disability income protection insurance
  • Pre-tax flexible spending plans (health and dependent care)
  • Paid parental leave
  • Paid holidays, vacation, and personal time
  • Training/professional development opportunities and company-paid memberships for professional associations and licenses
  • Wellness benefits

About Southland Industries
As one of the nation's largest MEP companies, Southland Industries is built on the foundation of great people. Since 1949, we have put our people first, enabling growth, professional achievement, and innovation. If you want to join a fast-paced environment where you're engaged, challenged, and valued, apply now to join our dynamic team.
To learn more about careers at Southland, explore our career opportunities, follow us on social media, and check out our website.
Southland Industries and all its subsidiaries are an Equal Opportunity Employerand prohibits discrimination and harassment of any kind. We are committed to the principle of equal employment opportunity for all employees and to providing our employees with a safe work environment free of discrimination and harassment. All employment decisions at Southland Industries are based on business needs, job requirements and individual qualifications, without regard to race, color, religion or belief, gender, national origin, ancestry, age, disability, medical condition, marital status, family care or medical leave status, veteran status, or any other status protected by the laws or regulations in the locations where we operate. Southland Industries will not tolerate discrimination or harassment based on any of these characteristics.
Contingent Employment: All employment offers are contingent upon successful drug tests, background checks, and professional reference checks. Roles that include driving as an essential job duty will be required to have a successful Motor Vehicle Record check (MVR). We are not able to offer sponsorship of employment at this time.
External Agency Announcement: Its Southland Industries' policy not to accept candidate submissions from recruiting agencies without an active and authorized work order. Candidate ownership can only be established after a bona fide work order is issued by a member of the Southland Industries Talent Acquisition team and the candidate is appropriately submitted through our Applicant Tracking System (ATS).

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