Sr. Manager, HR Business Partner

Your Opportunity

At Charles Schwab, we believe in challenging the status quo and transforming the client’s experience through innovation, technology, and exceptional talent.

 

As a Senior Manager, Human Resources Business Partner (HRBP), you will join a team of strategic HR leaders supporting the Schwab Technology Services (STS) organization. STS delivers technology products, platforms, engineering capabilities, cybersecurity, data, and infrastructure solutions that power Schwab's business and client experience. Supported organizations may include Technology Engineering, Data & Analytics, Cybersecurity, Infrastructure & Operations, Office of the CTO, and other technology-focused teams.  

 

In this role, you will serve as a trusted advisor and strategic consultant to senior technology leaders, helping shape and execute talent strategies that drive business performance, organizational effectiveness, leadership capability, and workforce transformation. You will partner closely with executive leadership teams to align people strategies with evolving business priorities while helping leaders navigate growth, organizational change, workforce planning, and emerging technology trends.

 

What You'll Do

 

Strategic Business Partnership

 

• Serve as a trusted advisor to senior leaders on talent, organizational, workforce, and people-related matters.
• Translate business priorities into integrated people strategies that support short- and long-term business objectives.
• Provide counsel on workforce risks, talent opportunities, leadership effectiveness, and organizational health.
• Help leaders anticipate future talent needs and workforce capabilities required to achieve business goals.

 

Talent Strategy & Workforce Planning

 

• Lead talent review, succession planning, leadership assessment, and development discussions.
• Identify critical talent gaps and develop proactive workforce strategies to address future capabilities.
• Partner with leaders on strategic workforce planning efforts, skills strategies, and succession pipelines.
• Collaborate with HR Centers of Excellence to deliver integrated talent solutions.

 

Organizational Design & Effectiveness

 

• Consult with business leaders on organizational structures, spans and layers, workforce composition, and operating models.
• Lead organizational design initiatives that improve effectiveness, scalability, and business alignment.
• Provide recommendations that enhance organizational performance while supporting future-state business goals.

 

Executive Coaching & Leadership Effectiveness

 

• Coach senior leaders on leadership effectiveness, organizational impact, talent decisions, team dynamics, and change leadership.
• Influence leadership teams through objective consultation, data-driven recommendations, and constructive challenges.
• Support leaders in building high-performing, inclusive, and engaged organizations.  

 

Change Leadership & Transformation

 

• Serve as a key partner during organizational transformation, business evolution, AI adoption, modernization initiatives, and other strategic programs.
• Assess change impacts, stakeholder readiness, and organizational risks.
• Develop change strategies that drive adoption, engagement, and sustainable business results.

 

Data-Driven Decision Making

 

• Utilize workforce analytics, talent insights, engagement data, and market intelligence to inform recommendations.
• Identify emerging trends related to retention, mobility, skills, leadership effectiveness, and workforce health.
• Translate complex data into executive-level insights and actionable business recommendations.

 

Enterprise Collaboration

 

• Build strong partnerships with HR Centers of Excellence, Talent Acquisition, Compensation, Talent Management, Employee Relations, Learning & Development, and other key stakeholders.
• Operate effectively within a highly matrixed environment while driving alignment across competing priorities.
• Foster collaboration and enterprise thinking to deliver integrated talent solutions.

What you have

To ensure that we have fulfilled our promise of "challenging the status quo," this role has specific qualifications that successful candidates should have.

 

Required Qualifications:

 

• Bachelor’s degree in human resources, Business, Organizational Development, or related field.
• 7+ years of progressive HR experience, including experience operating as an HR Business Partner.
• Experience partnering directly with senior leaders, Vice Presidents, Managing Directors, or executive leadership teams.
• Demonstrated expertise in workforce planning, talent management, succession planning,  organizational effectiveness and AI fluency.
• Strong executive coaching, consulting, and influencing capabilities.
• Proven experience leading organizational change and transformation initiatives.
• Strong analytical skills with the ability to leverage workforce data to drive business decisions.
• Demonstrated ability to succeed in highly matrixed, fast-paced, and evolving environments.
• Exceptional relationship-building, communication, and stakeholder management skills.

Preferred Qualifications:

 

• Experience supporting Technology, Engineering, Cybersecurity, Data & Analytics, Product, or Digital organizations.
• Experience partnering with executive technology leaders.
• Background supporting organizations undergoing large-scale transformation, modernization, or AI adoption initiatives.
• Strong organizational design and strategic workforce planning experience.
• Financial services industry experience preferred but not required.

Critical Success Factors:

 

• Strategic business acumen and the ability to connect talent strategy to business outcomes.
• Exceptional executive presence and influence.
• Strong organizational design and workforce planning capabilities.
• Trusted advisor credibility with senior leaders.
• Courage to challenge thinking and navigate difficult organizational issues.
• Ability to lead through ambiguity and organizational change.
• Data fluency and evidence-based decision making.
• Enterprise mindset with a highly collaborative approach.
• Outstanding relationship management skills and the ability to build trust quickly.