Senior HR Business Partner
Xometry (NASDAQ: XMTR) powers the industries of today and tomorrow by connecting the people with big ideas to the manufacturers who can bring them to life. Xometry’s digital marketplace gives manufacturers the critical resources they need to grow their business while also making it easy for buyers at Fortune 1000 companies to tap into global manufacturing capacity.Purpose of the Role To serve as a highly strategic consultative advisor to designated business units/leaders, driving business outcomes through people strategies. The Senior HR Business Partner is a crucial partner who translates business priorities into HR initiatives, focusing on organisational design, talent and succession , change management, leadership, and performance management to ensure the business unit achieves its strategic goals. Key Responsibilities Strategic Business Partnership & Organisational Effectiveness: Embed within the business unit to deeply understand its strategic roadmap, P&L drivers, competitive landscape, and operational challenges. Use business insights to design, recommend, and implement HR strategies (e.g., structure, roles, capabilities) that enhance organisational effectiveness and drive quantifiable business results. Strategic Workforce & Talent Planning: Lead the business unit's strategic workforce planning, assessing future talent needs, identifying critical roles, and developing integrated talent strategies for acquisition, internal mobility, and succession planning. Performance and Talent Management Cycle Leadership: Own and drive the effectiveness of the entire performance and talent management cycle within the designated units. Coach managers to have high-impact performance conversations, identify high-potential talent, and create structured development/career paths to retain and elevate top performers. Address performance issues with clear, systematic, and legally compliant processes. Change Leadership & Culture Transformation: Design and execute HR interventions to support business changes Act as a culture champion, utilising data-driven diagnostics (e.g., engagement surveys, pulse checks) to influence leadership on required shifts in culture, values, and employee experience. Data-Driven HR & Business Insight: Leverage HR data (e.g., turnover, engagement, D&I, time-to-fill, performance ratings) and financial data to provide the business leadership with predictive insights. Use data to challenge assumptions, measure the ROI of HR initiatives, and guide strategic decision-making. Complex Employee Relations & Risk Management: Handle sensitive, complex, and high-risk employee relations issues, including executive coaching on team dynamics and managing compliance investigations, ensuring alignment with legal requirements and fostering a fair, high-integrity working environment. Compensation & Reward Alignment: Partner with the Compensation & Benefits team to ensur...