Company: Digital Auxilius
Reports To: Director HR / COO
Department: Human Resources
Location: Onsite

Position Overview

Digital Auxilius is seeking a Senior HR Business Partner (Executive Level) to act as a strategic advisor and trusted partner to our leadership team. This is a high-impact, executive-level role responsible for aligning the organization’s human capital strategy with business goals, operational growth, and long-term organizational effectiveness.

The Senior HRBP will lead workforce planning, performance architecture, organizational development, and employee relations at a strategic level, driving initiatives that enhance employee engagement, retention, and productivity across all departments, including Technology, QA, Operations, and Business Functions.

This role does not include direct recruitment operations, as Digital Auxilius has a dedicated Talent Acquisition function; instead, the focus is on workforce strategy, leadership coaching, and enterprise-level HR governance.

Key Responsibilities

1. Strategic Workforce Planning & Organizational Design

• Act as a strategic partner to the executive leadership team, providing insights on workforce planning, departmental structure, and long-term human capital requirements.

• Lead organizational design initiatives to ensure optimal alignment of teams with business objectives and project timelines.

• Develop and implement competency frameworks, career progression models, and succession planning strategies for both technical and non-technical roles.

• Anticipate workforce needs in alignment with project expansion, client deliverables, and new service offerings.

2. Performance Management & Governance

• Architect performance management frameworks that link individual, team, and organizational goals with measurable outcomes.

• Lead the design and execution of performance review cycles, including calibration meetings, performance risk mitigation, and structured improvement plans.

• Oversee high-stakes PIPs and performance interventions, ensuring a balance of fairness, accountability, and organizational priorities.

• Translate business KPIs into actionable HR insights for leadership decision-making.

3. Executive Advisory & Leadership Enablement

• Serve as a trusted HR advisor to COO, department heads, and senior managers on all people-related matters.

• Coach and guide leadership in fostering high-performing, accountable, and engaged teams.

• Provide insights and recommendations on promotions, team restructuring, succession, and workforce optimization.

• Offer strategic counsel on critical employee relations issues and organizational risk management.

4. Employee Relations & Compliance Oversight

• Lead complex employee relations investigations and ensure consistent, fair, and legally compliant disciplinary processes.

• Strengthen HR governance and documentation to mitigate organizational and legal risk.

• Ensure adherence to internal policies, labor laws, and regulatory requirements.

• Promote a culture of transparency, ethics, and accountability across all departments.

5. Organizational Development & Culture

• Drive initiatives that enhance employee engagement, retention, and satisfaction.

• Identify talent gaps and develop leadership pipelines to support organizational scalability.

• Partner with leadership to cultivate a strong performance-oriented, collaborative, and innovative culture.

• Champion organizational change initiatives, supporting teams through growth, transitions, and process improvements.

6. HR Analytics & Business Insights

• Design and manage HR dashboards to track attrition, engagement, productivity, performance, and leadership effectiveness.

• Deliver actionable insights and strategic recommendations to executive leadership based on data analytics.

• Use HR metrics to support decision-making around workforce planning, retention strategies, and performance optimization.

Decision-Making Authority

• Recommend and guide organizational restructuring decisions.

• Approve or provide recommendations on performance interventions and PIPs.

• Influence leadership decisions on promotions, retention strategies, and compensation alignment.

• Provide strategic advice on workforce allocation and department-level HR policies.

Required Experience & Qualifications

• 8–12 years of progressive HR experience with at least 3–5 years in a strategic HRBP or HR leadership role.

• Proven experience in a technology, IT services, or software environment preferred.

• Strong business acumen with the ability to influence and advise senior leadership.

• Expertise in performance management, employee relations, organizational development, and executive coaching.

• Demonstrated experience managing HR initiatives in a fast-paced, high-growth organization.

• Strong knowledge of labor laws, HR governance, and compliance standards.

Core Competencies

• Executive presence and credibility at the leadership level

• Strategic thinking and business acumen

• Organizational development expertise

• Employee relations and conflict resolution mastery

• Change management and transformation leadership

• Data-driven decision-making

• Strong interpersonal, influencing, and communication skills

Key Performance Indicators (KPIs)

• Reduction in attrition rates for critical roles

• Completion rate and effectiveness of performance management cycles

• Leadership satisfaction and engagement scores

• Employee engagement and retention metrics

• Workforce productivity ratios and optimization

• Successful implementation of organizational development initiatives