Back to jobs
New

Sr. HRBP

Scottsdale, Arizona, United States

The Role

The Senior HR Business Partner (Sr. HRBP) serves as a trusted business advisor, influencing leaders and building, designing, and executing the talent strategy that drives company success. This role aligns organizational priorities with workforce capabilities by translating business strategy into actionable talent programs, organizational design, change management, and employee engagement solutions.

As a Senior HRBP, you won't just support the business—you will shape it. At the leadership table, you will use HR data to make data-driven decisions, anticipate internal risks and talent opportunities, and champion the organizational changes needed to set the company up for long-term growth locally and globally.

Employee Value Proposition

An exceptional opportunity for a senior HR professional seeking to serve as a critical sounding board and personal executive coach to department heads while shaping global talent strategies. This role offers high visibility to senior leadership, broad autonomy to drive data-informed workforce decisions, and strong potential for international career growth and development as the organization expands globally.

Key Performance Objectives

  • Establish trusted, influential relationships with business partners and executive leaders across assigned business units.
  • Serve as the Subject Matter Expert (SME) on HR best practices, workforce planning, and strategic solutions to complex performance and organizational challenges.
  • Leverage HR data and workforce analytics to identify risks and opportunities, informing strategic decisions and proactively addressing talent issues before they impact business execution.
  • Support global expansion by evaluating, recommending, and implementing compliant US and international team member policies and engagement practices.
  • Increase organizational understanding of strategic HR, driving cross-functional alignment across talent, structure, process, and culture.

Performance Accountabilities

Strategic Advisory & Executive Coaching

  • Act as a trusted business partner and strategic advisor to leaders and managers, providing executive coaching on performance issues, team dynamics, structure, and talent optimization.
  • Partner across business units to align talent strategies with high-level corporate objectives while optimizing culture and driving performance execution.
  • Monitor internal and external market trends, workforce insights, and best practices to continuously enhance HR strategies, tools, and policies.

Workforce Analytics & Risk Management

  • Identify organizational opportunities and risks by analyzing HR metrics, trends, and business data.
  • Partner with HR Operations and business leadership to develop data-driven solutions, policy recommendations, and proactive mitigation strategies.
  • Ensure strict compliance with federal, state, local, and international labor laws, continually refining procedures to protect the organization and its employees.

Employee Relations, Performance & Engagement

  • Provide expertise and guidance in managing highly sensitive, complex employee relations matters, investigations, performance management, and terminations.
  • Assist with facilitating the annual performance review process, assisting local management in establishing and tracking resulting action plans.
  • Champion employee engagement, retention, career development, and change management initiatives that enhance overall workplace experience.
  • Manage the interactive ADA process in coordination with Benefits to ensure seamless execution and follow-up.

Global Alignment & Operations

  • Assist with creating, reviewing, and recommending global HR policies tailored to both US and international markets.
  • Support events production as needed for corporate and employee engagement functions, including on-site/off-site events and domestic or international travel.
  • Support business needs outside standard working hours (evenings, weekends, or holidays) as business needs dictate.

Performance Qualifications

  • Education: Bachelor’s degree in Human Resources, Business Administration, or a related field (or equivalent related experience); master’s degree preferred.
  • Experience: 5-7 years of experience within Human Resources, with a strong background in employee relations, investigations, strategic partner modeling, and process improvement.
  • Certifications: PHR, SHRM-CP, or SHRM-SCP credential required.
  • Technical Expertise: Deep experience in global HR Business Partnering, workforce planning, organizational design, change management, and analytics.
  • Leadership & Influence: Superior executive communication, diplomacy, and interpersonal skills with the emotional intelligence to build credibility, coach leaders, and influence cross-functionally.
  • Analytical & Strategic Thinking: Proven ability to translate complex business challenges into talent solutions using data analytics to measure effectiveness.
  • Ethics & Integrity: Demonstrates high ethical standards, unwavering discretion, sound judgment, and commitment to confidentiality.
  • Language: Bilingual in Spanish preferred

About Plexus

Founded in gut health. Experts in microbiome. Plexus Worldwide®, headquartered in Scottsdale, Arizona, is a renowned direct-selling company recognized as a top employer. Over the past 18 years, Plexus has dedicated itself to promoting hope, health, and happiness through its scientifically backed, innovative dietary supplements, weight management products, and personal care products, sold primarily through Plexus Brand Ambassadors. As a six-time Best Places to Work awardee, Blue Zone-approved employer, and an AZ Most Admired Company, Plexus prides itself on its robust organizational culture and commitment to community support and philanthropy. Our team is driven by a shared mission to empower individuals to achieve their health and wellness goals while offering additional income through the sale of products. Join us to be part of a team that values people, innovation, wellness, and community impact.

Benefits

  • Highly rated and competitive medical plans.
  • 401 (k) with company match and immediate vesting.
  • 1-on-1, personalized health coaching.
  • Many other voluntary benefits.

To learn more about Plexus Worldwide, please review our careers page at www.plexusworldwide.com/careers.

Learn more about our One Plexus culture. Watch this short video to see how our values, people, and purpose come together to make Plexus a great place to grow and make an impact. https://plexusworldwide-1.wistia.com/medias/zhfpm3vi4o.

Thank you for taking the time to apply for an opportunity with our One Plexus team! If you had any issues during the application process, please get in touch with us directly at careers@plexusworldwide.com.

We are committed to protecting the privacy and security of your information. Visit our Candidate Privacy Notice for additional information.

 #LI-HK1

 

Create a Job Alert

Interested in building your career at Plexus Worldwide? Get future opportunities sent straight to your email.

Apply for this job

*

indicates a required field

Resume/CV*

Accepted file types: pdf, doc, docx, txt, rtf

Cover Letter

Accepted file types: pdf, doc, docx, txt, rtf

You can copy your LinkedIn URL to the answer field below.

Select...

Have you ever previously worked at Plexus?

Select...
Select...
Select...

What is your primary address? Please include full address including state and City
Example:


1111 E. Phoenix Rd. Apt 11

Phoenix, AZ 85205

Select...
Select...

The base rate is your annual salary that does not include bonuses

Select...
Select...

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

As set forth in Plexus Worldwide’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.

Select...
Select...
Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Select...

Voluntary Self-Identification of Disability

Form CC-305
Page 1 of 1
OMB Control Number 1250-0005
Expires 07/31/2029

Why are you being asked to complete this form?

We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:

  • Alcohol or other substance use disorder (not currently using drugs illegally)
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
  • Blind or low vision
  • Cancer (past or present)
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or serious difficulty hearing
  • Diabetes
  • Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
  • Epilepsy or other seizure disorder
  • Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome
  • Intellectual or developmental disability
  • Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
  • Missing limbs or partially missing limbs
  • Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
  • Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
  • Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
  • Partial or complete paralysis (any cause)
  • Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
  • Short stature (dwarfism)
  • Traumatic brain injury
Select...

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.