At Cogency Global, we deliver the right response at the right time—every time. We support lenders, financial institutions, and professional services firms nationwide with UCC, corporate transactional, and due diligence services. Our success is built on trusted relationships, deep industry expertise, and a culture grounded in integrity, fairness, and fun. The Strategic HR Business Partner (HRBP) serves as a strategic partner to business leaders across Cogency’s global operations. The HRBP provides expert guidance on all people-related matters, from organizational design and workforce planning to talent development and employee relations, to enable high-performing teams and drive business success. Operating as both a consultant and change agent, the HRBP translates organizational goals into actionable people strategies, collaborating closely with the HR Operations team to implement solutions that support a strong, scalable culture in a rapidly growing environment.
Key Responsibilities:
Act as a trusted advisor to global functional leaders, understanding their business needs and providing data-driven insights on people strategy. Diagnose organizational challenges and deliver solutions that align the workforce with Cogency’s growth objectives. Lead organization design efforts and workforce planning discussions. Recommend and implement changes that optimize team structures, role clarity, and talent deployment across regions to meet short- and long-term business needs. Guide leaders through performance management processes, ensuring consistent application of Cogency’s performance framework. Assist in setting clear performance goals, facilitate calibration sessions in partnership with HR for equitable outcomes, and oversee succession planning to identify and develop high-potential talent. Coach and support people managers and senior leaders in effective talent management and leadership practices. Provide insight and feedback to improve leadership effectiveness, team engagement, and to smoothly manage leadership transitions, driving a culture of continuous feedback and development. Lead HR aspects of change initiatives, including workforce transitions during reorganizations, M&A integrations, or process changes. Develop and execute change management plans that address communication, training, and cultural alignment. Ensure employees navigate change effectively, with minimal disruption and maximum engagement. Serve as the point of contact for complex employee relations issues globally. Manage confidential investigations into workplace concerns, conduct thorough assessments, and make recommendations for resolution. Provide policy interpretation and ensure consistent application of HR policies and employment laws across regions. Resolve conflicts and sensitive issues constructively, balancing employee advocacy and business risk mitigation.
Scope & Impact:
Supports multiple business units and regions, covering approximately 600+ employees worldwide. Influences leadership decisions that shape the employee experience and organizational health across all locations. Improves workforce performance, talent retention, and leadership bench strength through strategic HR interventions. Ensures high engagement and productivity by driving effective people management and changing adoption. Aligns HR efforts with Cogency’s business goals and contributes directly to building an agile, scalable organization poised for sustainable growth. Outcomes The Strategic HR Business Partner delivers measurable impact through improved organizational effectiveness, leadership capability, and workforce performance. Success in this role is demonstrated by leaders making better people decisions, smoother organizational transitions, reduced employee relations risk, and a workforce aligned to Cogency’s growth and value‑creation objectives. KPIsLeader Effectiveness & Partnership Business leader feedback on HRBP effectiveness as a strategic advisor Demonstrated improvement in manager capability. Organizational Design & Workforce Planning Timely and effective execution of organization design changes and workforce plans Alignment of headcount, roles, and capabilities to business priorities and budgets Reduced organizational friction following restructures or leadership transitions Performance & Talent Outcomes Quality and consistency of performance management outcomes (goal clarity, differentiation, calibration effectiveness) Strength of succession plans for critical roles (coverage, readiness levels) Retention and development of high potential and critical talent Change Management & Transformation Successful delivery of change initiatives (reorganizations, M&A integrations, leadership changes) with minimal disruption Employee engagement and stability through periods of change Leader adoption of new structures, processes, or operating models Employee Relations & Risk Management Timely, fair, and compliant resolution of ER matters and investigations Reduction in repeat or escalated employee relations issues Consistent application of policies and employment practices across regions Organizational Effectiveness Clear diagnosis of organizational issues and implementation of effective OD solutions Observable improvements in team effectiveness, collaboration, and accountability Data informed HR recommendations tied to business outcomes
Required Qualifications:
Bachelor’s degree in human resources, Business Administration, or related field. 5+ years of progressive HR experience, with at least 3–5 years in an HR Business Partner or HR Manager role providing strategic support to senior leaders. Global or multi-region experience is essential. Demonstrated expertise in organization design, workforce planning, performance management, talent development, and employee relations. Strong knowledge of applicable employment laws and best practices across multiple geographies. Proven ability to understand complex business operations, interpret organizational needs, and drive HR strategies that improve business outcomes. Experience in a fast-paced, dynamic environment with ongoing change.
Preferred Qualifications:
Prior HRBP experience in a PE-backed or high-growth company, dealing with M&A integration, change management, and organizational scaling is highly valuable. Degree in HR or Business, or professional certifications (e.g., SPHR, SHRM-SCP).Hands-on experience leading cross-functional HR projects measurable impact on organizational effectiveness.
Skills and Competencies:
Strategic Partner & Advisor: Exceptional ability to influence, build trust, and partner with executives. Thinks and operates strategically, linking people initiatives to business outcomes and anticipating future talent needs.
Communication & Coaching: Outstanding interpersonal and communication skills, with the ability to coach leaders, deliver difficult feedback, and navigate sensitive situations with professionalism and empathy.
Analytical & Results-Oriented: Uses data to diagnose problems and measure success. Decision-making grounded in analytics and an understanding of business metrics. Focuses on outcomes and continuous improvement.
Adaptability & Change Agility: Comfortable leading through change and ambiguity. Demonstrates resilience and resourcefulness, effectively guiding others through transitions and fostering buy-in to new initiatives.
Integrity & Confidentiality: Upholds the highest ethical standards, maintaining confidentiality and professional discretion. Serves as a role model for Cogency’s values and commitment to fair, inclusive, and compliant people practices.
Equal Opportunity Employer:
Cogency Global Inc. is an Equal Opportunity Employer. All qualified applicants receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity expression, national origin, age, disability, veteran status, or any other characteristic protected by federal, state, and local laws. We are committed to diversity and inclusion in our workforce. Cogency Global also provides reasonable accommodations for qualified individuals with disabilities and for sincerely held religious beliefs, in accordance with the Americans with Disabilities Act (ADA) and other applicable laws. This commitment extends throughout the hiring process and employment.
