Sr. HR Business Partner

At Owens & Minor, we are a critical part of the healthcare process. As a Fortune 500 company with 350+ facilities across the US and 22,000 teammates in over 90 countries, we provide integrated technologies, products and services across the full continuum of care. Customers—and their patients—are at the heart of what we do.

Our mission is to empower our customers to advance healthcare, and our success starts with our teammates.

Owens & Minor teammate benefits include:

• Medical, dental, and vision insurance, available on first working day
• 401(k), eligibility after one year of service
• Employee stock purchase plan
• Tuition reimbursement

Position Summary

The Senior HR Business Partner (HRBP) serves as a strategic advisor and change agent, partnering closely with business leaders to align talent strategies with organizational goals. This role is pivotal in driving enterprise performance through strategic talent planning, leadership development, organizational design, and culture transformation. The Senior HRBP will leverage deep business acumen, data-driven insights, and strong relationship-building skills to influence outcomes and shape the future of the workforce.

Key Responsibilities
Strategic Talent Planning

• Serve as a strategic advisor to senior leaders, translating business strategy into talent implications; Defining and activating multi-year talent strategies aligned with business priorities.
• Map future capability needs and develop build/buy/borrow strategies.
• Lead succession planning and talent deployment for critical roles.
• Use data and analytics to inform decision-making and measure HR impact on business outcomes

Leadership Coaching & Development

• Coach leaders to model IDEAL leadership behaviors and build inclusive, high-performing teams.
• Facilitate development conversations and strategic touchpoints.
• Equip leaders to give and receive feedback and accelerate pipeline talent.

Organizational Effectiveness & Design

• Align structure, roles, and decision rights to strategic goals.
• Advise on spans, layers, and role clarity for operational efficiency.
• Build leader capability to navigate complexity and drive enterprise execution.

Culture & Change Enablement

• Guide leaders through transformation and change leadership.
• Diagnose culture health and advise on strategies to activate desired culture.
• Lead crisis response and teammate transitions to sustain performance.

Core Capabilities & Competencies
Core Capabilities

• Applies knowledge of business and the marketplace to advance the organization's goals
• Maneuvers comfortably through complex policy, process, and people-related dynamics.
• Develops and delivers multi-mode communications that convey a clear understanding of the needs of different audiences.
• Develops people to meet both their career goals and the organization's goals.
• Builds partnerships and works collaboratively with others to meet shared objectives.
• Thinks and acts systemically
• Makes sense of complex, high quantity, and sometimes contradictory information to solve problems.
• Leads through change and ambiguity
• Prioritizes and executes with focus

Enabling Competencies

• Understands and applies financial indicators to guide decision-making

• Plans and prioritizes work to meet commitments aligned with organizational goals.

• Anticipates and balances the needs of multiple stakeholders.
• Makes sound decisions, even in the absence of complete information.
• Relates comfortably with people across levels, functions, cultures; builds rapport and trust.
• Builds strong-identity teams that apply their diverse skills and perspectives to achieve common goals.
• Adapts approach and demeanor in real time to match the shifting demands of different situations.
• Knows the most effective and efficient processes to get things done, with a focus on continuous improvement.
• Recognizes the value that different perspectives and cultures bring to an organization.

Qualifications

• Bachelor's degree in Human Resources, Business, or related field (Master's preferred).
• 7–10 years of progressive HR experience, preferably in a strategic HRBP role.
• Strong business acumen and ability to translate strategy into people plans.
• Skilled in coaching, influencing, and navigating complex organizational dynamics.
• Proven experience in organizational design, talent strategy, and leadership development.
• Experience supporting senior leadership teams and driving enterprise-wide talent strategies.
• Proven success in leading organizational change, transformation initiatives, and culture activation.
• Comfortable working with data to inform decisions and drive measurable impact.
• SHRM-SCP or equivalent certification preferred.
• Comfortable with AI and emerging HR technologies.

If you feel this opportunity could be the next step in your career, we encourage you to apply. This position will accept applications on an ongoing basis.

Owens & Minor is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, national origin, sex, sexual orientation, genetic information, religion, disability, age, status as a veteran, or any other status prohibited by applicable national, federal, state or local law.

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