Senior HR Business Partner

At Curriculum Associates, we believe in the potential of every child and are changing the face of education technology with award-winning learning programs like i-Ready that serve a third of the nation’s K–8 students. For more than 50 years, our commitment to making classrooms better places, serving educators, and supporting accessible learning experiences for all students has driven the continuous improvement of our innovative programs. Our team of more than 2,500 employees is composed of lifelong learners who stand behind this mission, working tirelessly to serve the educational community with world-class programs and support every day.

About Curriculum Associates

At Curriculum Associates, we believe in the potential of every child and are changing the face of education technology with award-winning learning programs like i-Ready that serve a third of the nation’s K–8 students. For more than 50 years, our commitment to making classrooms better places, serving educators, and supporting accessible learning experiences for all students has driven the continuous improvement of our innovative programs. Our team of more than 2,500 employees is composed of lifelong learners who stand behind this mission, working tirelessly to serve the educational community with world-class programs and support every day.

The Senior HR Business Partner serves as a strategic talent partner to Curriculum Associates (CA) functional leadership. In this role, you will help business leaders understand the implications of their talent strategy, shape workforce plans, and guide workforce redesign efforts that align with business goals and support a culture of high performance and belonging. You will also contribute to cross-functional HR projects and initiatives that advance CA's broader people priorities. Your work will support organization- and role-based transformations as the market and company evolve, and will contribute to increased employee engagement.

The impact you'll have:

Strategic talent management

• Serve as the primary strategic HR partner for an assigned business unit, aligning talent strategy with business objectives.
• Partner with senior leaders on workforce planning, succession management, and capability development to ensure long-term workforce readiness.
• Advise leaders on the implications of their talent decisions, including the impact on capacity, capability, cost, culture, and employee experience, and help ensure those decisions are equitable and support long-term business goals.
• Partner with the business and Centers of Excellence (CoEs) on key talent initiatives,including high-potential identification, leadership development, and performance management.
• Help drive the rollout and execution of people programs, such as compensation and performance management, within the assigned business unit, working with CoEs to tailor them to the function's needs.
• Use talent data and analytics to surface insights, anticipate risks, and inform strategic decisions.

Workforce redesign and organizational effectiveness

• Support workforce redesign efforts, including organizational design, role and skill evolution, and team structure strategies.
• Help leaders assess how shifts in strategy, technology, and AI will change the work, the skills required, and the shape of their teams.
• Translate complex business challenges into scalable talent solutions that enhance organizational effectiveness.
• Guide leaders and teams through change, including planning, communication, and adoption.

Employee relations

• Support a business unit on complex and escalated employee relations issues as they arise, balancing business needs with risk mitigation and fairness.
• Partner with HR Advisors, Legal, and CoEs to resolve escalated cases and identify trends that point to broader talent or organizational issues.
• Ensure talent practices across the business unit comply with employment laws and internal policies.

Collaboration and enablement

• Collaborate closely with the broader People & Culture (P&C) team, including CoEs andHR Advisors, to deliver cohesive, efficient HR programs and a consistent experienceacross the business unit.
• Lead or contribute to cross-functional HR projects and initiatives as needed, such as talent programs, workforce planning efforts, and organizational change, partnering with HRBPs, CoEs, and business leaders across CA.
• Drive adoption and effective use of AI-powered tools and self-service platforms to improve efficiency and elevate the employee experience.

What we're looking for:

• Proven experience building and maintaining relationships with senior business leaders and cross-functional stakeholders.
• Deep knowledge of talent management, workforce planning, organizational design, and change management principles.
• Demonstrated ability to advise leaders on the implications of talent strategy and to guide workforce redesign.
• Proven expertise in navigating complex and escalated employee relations cases, with sound judgment in balancing business needs, risk, and fairness.
• Ability to manage cross-functional projects and initiatives, driving results through influence and collaboration across teams.
• Ability to interpret and leverage data to generate insights and inform strategic people-related decisions.
• Strong influencing and communication skills, with the ability to drive alignment across diverse stakeholders and to collaborate effectively with peers across the organization.

Required education and experience

• 10+ years of progressive HR experience, with a focus on talent management, organizational design, or HR business partnering.
• Proven experience partnering with senior leaders on workforce planning, succession, and organizational change.
• Experience supporting workforce redesign, restructuring, or organizational transformation.
• Experience handling complex employee relations issues, including investigations and escalations.
• Experience leading or contributing to cross-functional HR projects and initiatives.
• Ability to use data and analytics to generate insights and inform strategic decisions.

Benefits and Pay Range:

Pay Range – This role’s range is $110,500 - $196,500. The wage range for this role takes into account the wide range of factors that Curriculum Associates considers in making compensation decisions based on our Compensation Philosophy. Actual base pay within that range will vary based upon several factors including, but not limited to, prior experience and relevant skill sets. At Curriculum Associates, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances for each case. This role is also eligible to participate in the company bonus plan. The Company recognizes that minimum wage varies by location and will ensure all compensation decisions comply with applicable state and local laws.

Benefits – Benefit eligible employees (and their families) are covered by medical, dental, vision, and basic life insurance. Employees can enroll in our company’s 401k plan and receive an employer match. Employees have access to a flexible vacation and sick policy in addition to twelve paid holidays and a winter office closure between Christmas and New Year's, as well as a number of additional perks and benefits.

Application deadline: November 16, 2026. This is subject to close earlier if there is a high volume of applicants or a qualified hire is made