Senior HR Business Partner

The Senior HR Business Partner has overall responsibility for assisting with HR strategy, planning and execution for select client organizations within Wolters Kluwer’s Digital Experience Group (DXG). This role supports Human Resources Shared Services processes and policies and works in a collaborative fashion with the HR Shared Services Centers of Excellence including Employee Relations, Compensation, Benefits, Talent Acquisition, and Talent Development in addition to Country/regional HR Market leaders, HR Support, and local HR Operations teams across EMEA and APAC regions. It is critical that the Human Resources Associate Director balance both the business strategy and the HR strategy in a global, matrix environment.

The DXG division of Wolters Kluwer co-creates state-of-the-art digital solutions with our businesses around the world. The DXG mandate is to grow revenue in the company’s digital products through innovation in, and adoption of, advanced technologies and tools to meet and further anticipate customer needs. The group drives innovation in Wolters Kluwer through its user experience center of excellence, focused on customer-centric product development, and its artificial intelligence center of excellence, applying cutting-edge technologies for the next generation of expert solutions.

Key responsibilities include:

Work with the VP, HR Business Partners to assist in executing the HR strategy that supports select client organizations within DXG and their respective internal customers.

Be an effective business consultant and talent SME, engaging in the work that matters most to the success of the business and establishing clear plans and success measures.

Develop “trusted advisor” relationships with key business partners and ensure effective communication with leadership.

In partnership with HR colleagues in COEs and Operations, assist with providing subject matter expertise for key human resources programs including Performance Management, Talent Management, Employee Relations, Organizational Development, Employee Engagement, Organizational Design, and Change Management. Ensure the successful execution of these programs within the assigned business, leveraging available tools and resources.

Accountable for organization development and effectiveness for the assigned business. Engaging CoE partners as appropriate, responsible to diagnose, identify scope of change, and identify interventions needed to improve organizational effectiveness. Assist with design of future state changes (people, process, and structure), supporting change plans and working with employees to implement.

Support managers on people and organizational matters, and the HR/talent implications of business decisions.

Stay abreast of industry best practices, identifying areas of improvement and recommending and/or implementing those best practices to support the corporate goals.

Act as a globally minded change agent and role model.

Support managers to consistently upgrade talent by developing and implementing processes specifically related to assessing and managing talent, by taking a leadership role in recruiting and staffing, by coaching leaders and overseeing performance improvement, and by providing support for appropriate actions.

Pro-actively assess the level of the organization’s employee engagement and define/drive the strategy to increase the level of employee engagement.

Collaborate with peers, Shared Services, Compensation, Benefits, Staffing, Organizational Development, and country HRBP & support teams to establish related priorities for the business.

Provide HR coaching to assigned leaders to achieve business results.

Implement HR policies and practices in the business, consistent with corporate guidelines.

Qualifications:

The Senior HR Business Partner will have to have demonstrated the following critical competencies to be successful in this role:

Bachelor's degree, PHR preferred.

Minimum of 12+ years of HR Generalist experience with a solid expertise in change management, project management and shared services experience balancing multiple stakeholder relationships.

Excellent judgment and decision-making skills with the ability to navigate ambiguity and provide leadership to drive solutions

Excellent interpersonal skills, with the ability to influence management, while maintaining strong relationships.

Effective at leading change and organizing people and activities to achieve successful outcomes

Demonstrated ability to collaboratively work with a wide range of people at all levels of the organization

Demonstrated experience leveraging data and analytics to solve business problems

Previous experience working in a matrixed environment

Proficiency with HR information systems, preferably Workday, and the Microsoft Office Suite

Positive, "can do" mentality with inquisitive & problem-solving approach and abilities.

Experience supporting a technology organization or Information Services industry knowledge preferred.

May require travel (up to 25%); must be able to obtain and maintain valid travel documentation

Our Interview Practices

To maintain a fair and genuine hiring process, we kindly ask that all candidates participate in interviews without the assistance of AI tools or external prompts. Our interview process is designed to assess your individual skills, experiences, and communication style. We value authenticity and want to ensure we’re getting to know you—not a digital assistant. To help maintain this integrity, we ask to remove virtual backgrounds and include in-person interviews in our hiring process. Please note that use of AI-generated responses or third-party support during interviews will be grounds for disqualification from the recruitment process.

Applicants may be required to appear onsite at a Wolters Kluwer office as part of the recruitment process.