SVP Head of HR Business Partnering

Position Summary

The Head of Business Partnering is a strategic leadership role responsible for positioning HR Business Partnering as a driver of business value across the organization. Reporting to the Chief People Officer, this role leads and develops a global team of HR Business Partners while maintaining direct accountability for a defined business portfolio. 

The Head of Business Partnering serves as a trusted advisor to senior leadership, translating business strategy into a coherent and actionable people agenda that enables organizational transformation, commercial success, and long-term capability building. 

Working closely with functional leaders and HR Centers of Excellence (CoEs), this role ensures that people strategies are aligned with business priorities and executed in a coordinated manner across the organization. The role is critical in evolving HR Business Partnering into a high-impact strategic function that delivers measurable business outcomes and leadership value. 

Through strong collaboration with Talent, Rewards, and Employee Experience teams, the Head of Business Partnering ensures that HR programs effectively support business strategy, leadership capability, workforce planning, and organizational effectiveness. The role also shapes the overall HR Business Partnering model, driving consistency, capability development, and strategic impact across the global HRBP community 

Key Responsibilities

Strategic Business Partnership

• Act as a trusted strategic partner to senior leaders, advising on all elements of the HR value chain, including organizational design, talent strategy, leadership development, and workforce planning. 

• Translate business priorities and strategic objectives into an integrated people strategy that supports organizational performance, transformation, and long-term growth. 

• Partner with business leadership to define and develop organizational capabilities required to achieve strategic objectives. 

• Provide strategic insight on organizational structures, operating models, and leadership effectiveness to enable high-performing teams. 

• Identify organizational capability gaps and develop solutions to strengthen leadership pipelines and critical skills. 

Drive strategic dialogue with executive leadership on workforce trends, organizational effectiveness, and future capability needs. 

Leadership of Global HR Business Partnering

• Lead, coach, and develop a global team of HR Business Partners, ensuring they operate as strategic advisors to the business. 

• Establish clear standards and expectations for HRBP impact, strengthening the role of HR Business Partnering as a driver of business outcomes. 

• Foster collaboration and knowledge sharing across the HRBP community to ensure consistency and best practice implementation across regions and functions. 

• Build a high-performing HRBP team capable of translating complex business challenges into effective people solutions. 

• Define and continuously evolve the HR Business Partnering operating model, ensuring clarity of roles between HRBPs and HR Centers of Excellence. 

• Build capability within the HRBP team in areas such as strategic consulting, organizational diagnostics, and data-driven decision-making. 

Driving Business Value Through People Strategy

• Lead the alignment and execution of the company’s people strategy with business priorities, ensuring HR initiatives directly support commercial and organizational goals. 

• Partner with business leaders to design and implement initiatives that strengthen leadership capability, organizational effectiveness, and workforce agility. 

• Use data and analytics to inform strategic workforce decisions and guide leadership teams in optimizing talent investments. 

• Define and track HR and business KPIs to ensure that HR initiatives deliver measurable business impact. 

• Champion the use of people analytics and workforce insights to support evidence-based decision-making at the leadership level. 

Collaboration with HR Centers of Excellence

• Serve as the primary interface between business leaders and HR Centers of Excellence, including Talent, Rewards, and Employee Experience. 

• Ensure strong alignment between business priorities and HR programs, translating strategy into coordinated HR initiatives. 

• Collaborate closely with CoEs to design and implement scalable solutions in areas such as leadership development, performance management, compensation, and employee engagement. 

• Ensure consistent execution of global HR processes while adapting solutions to business needs. 

Organizational Transformation and Change Leadership

• Lead and support organizational transformation initiatives that impact structure, capabilities, and operating models. 

• Partner with leadership teams to design and implement change management strategies that enable organizational agility. 

• Foster a culture that supports innovation, collaboration, and high performance. 

Workforce Planning and Governance

• Collaborate with Finance and business leaders on strategic workforce planning, headcount management, and labor cost optimization. 

• Ensure people investments are aligned with business priorities and long-term capability needs. 

• Oversee key HR cycles such as performance management, salary reviews, and incentive processes, ensuring alignment with business objectives. 

Qualifications & Experience

• Degree in Human Resources, Business Administration, Psychology, or related field; advanced degree (e.g., MBA, MSc) preferred. 

• Extensive experience in global HR Business Partnering roles within complex, matrixed organizations. 

• Proven ability to partner with senior leaders to define and implement strategic people initiatives aligned with business objectives. 

• Strong expertise across the HR value chain, including organizational design, leadership development, workforce planning, and change management. 

• Demonstrated experience leading and developing HRBP teams in a global environment. 

• Strong business acumen with the ability to translate strategic priorities into actionable HR initiatives. 

• Excellent communication, influencing, and stakeholder management skills across diverse cultural and geographic environments. 

• Ability to operate effectively in fast-paced and evolving organizational environments. 

• High integrity, professionalism, and commitment to ethical leadership and confidentiality. 

• Demonstrated ability to influence executive stakeholders and drive strategic change in complex organizations. 

FR : Dans le cadre de sa politique Diversité, Evotec étudie, à compétences égales, toutes les candidatures dont celles des personnes en situation de handicap.

ENG : In the frame of our Diversity policy, Evotec considers, with equal competences, all applications including people with disabilities.