Senior Global HR Business Partner, Finance & Global Functions

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Supports and implements the Global People Strategy / Functional HR Strategy and / or other strategic HR initiatives with respective business leader, and advises and supports the business management for (an) assigned organization(s).
As Senior Global HR Business Partner, you will shape and deliver the people strategy for Varian Finance and designated global functions, supporting approximately 1,000 employees worldwide.
A trusted advisor to senior functional leaders, you will translate business priorities into practical people, organization, talent, leadership, and culture solutions. You will bring together HR Business Partners, HR Care partners, and specialist teams across countries—leading through influence rather than direct reporting authority—to deliver as one coordinated HR team.
This role is central to strengthening leadership effectiveness, enabling organizational transformation, building talent pipelines, and developing workforce capabilities aligned with Siemens Healthineers strategy, values, and global HR direction.
Key responsibilitiesStrategic business partnership
Partner with Finance and functional leaders to understand strategic priorities, operating model needs, capability gaps, and workforce implications.
Translate business and functional strategies into focused, measurable people priorities aligned with Varian and global HR direction.
Advise and constructively challenge senior leaders on organization effectiveness, leadership, talent, and culture.
Use workforce data, financial insight, and external perspectives to inform decisions, prioritize investments, and build compelling business cases.
Global HR integration and matrix leadership
Provide direction and coordination across the HR Business Partners, HR Care partners, specialist teams, and HR operations supporting the assigned organizations globally.
Establish a shared operating rhythm with clear ownership, effective collaboration, and consistent execution across countries and functions.
Coach and develop HR colleagues, strengthen HR capability, and support succession readiness for critical HR roles.
Resolve cross-border and cross-functional issues with speed, sound judgment, and appropriate escalation and governance.
Talent, leadership, and organizational effectiveness
Lead talent reviews, succession planning, leadership development, and critical talent discussions for Finance and designated global functions.
Anticipate future capability needs and strengthen pipelines for critical leadership, professional, and specialist roles.
Coach senior leaders to improve team effectiveness, make timely talent decisions, lead inclusively, and navigate complexity.
Shape organization design, strategic workforce planning, and productivity initiatives that enable sustainable performance.
Culture and employee experience
Help leaders embed Siemens Healthineers values and leadership expectations into everyday decisions, behaviors, and ways of working.
Strengthen engagement, inclusion, accountability, collaboration, and manager effectiveness across global teams.
Ensure people decisions balance business requirements with employee experience, fairness, compliance, and local context.
Provide an objective perspective on organizational health, raising risks early and guiding leaders with empathy, courage, and transparency.
HR delivery and governance
Ensure high-quality execution of workforce planning, performance, compensation, talent, engagement, and organizational-change processes.
Connect leaders with the right HR expertise to deliver practical, timely, and business-relevant solutions.
Align global functional priorities, country-level execution, and Siemens Healthineers HR standards.
Ensure adherence to company policies, applicable labor requirements, data privacy, ethical standards, and decision-making governance.
Transformation and change
Lead the people aspects of operating-model, digital, productivity, and capability transformations.
Define outcomes and success measures, monitor progress, address adoption risks, and work with leaders and teams to sustain change.
Required experience and qualifications
15 or more years of broad HR experience, including senior HR Business Partner or HR leadership roles in a sizable, complex, global matrix organization.
Demonstrated success partnering with Finance and/or enterprise functions, with a strong understanding of functional operating models, financial performance, governance, and workforce implications.
Experience advising senior executives and leadership teams on organization design, workforce transformation, leadership, talent, and culture.
Proven ability to lead through influence across HR Business Partners, HR Care, Talent Acquisition, Total Rewards, People & Culture, workforce planning, employee relations, and HR operations.
A track record of translating business priorities into focused people strategies and delivering practical, measurable outcomes.
Strong experience in strategic workforce planning, talent management, succession planning, leadership development, organization design, and complex change.
Strong business and financial acumen, with the ability to connect people and organization decisions to business outcomes.
Sound judgment and analytical capability, using evidence and structured thinking to prioritize, make balanced decisions, and measure impact.
Excellent communication, coaching, and stakeholder-management skills, including the ability to build trust, challenge constructively, and align diverse stakeholders without relying on hierarchy.
Effectiveness across countries, cultures, and functions, with respect for local requirements and different perspectives.
Curiosity, pragmatism, adaptability, and composure in a fast-changing environment.
Preferred qualifications
Graduate degree or equivalent professional qualification.
International experience.
Experience supporting global Finance or enterprise-function transform