900 - Senior HR Business Partner

Description:

Job Summary

The Senior HR Business Partner (HRBP) serves as an advisor, aligning business objectives with employees and management across designated business units. This role requires an understanding of business needs, financial objectives, and company culture to provide high-impact HR solutions and customer service. The HRBP fosters a strong partnership with leadership, offering data-driven insights and guidance to enhance workforce productivity, employee engagement, performance management, compliance and organizational effectiveness.

Key Responsibilities

Strategic HR Partnership

- Serve as a trusted advisor to business leaders, ensuring HR strategies align with organizational goals.

- Develop and implement HR initiatives that drive business performance, employee satisfaction, and retention.

HR Project & System Management

- Manage HR technology platforms, implementing HR initiatives, and improving onboarding processes to support business goals, compliance, and employee engagement.

- Oversee the planning, execution, and evaluation of HR-related projects, ensuring timely delivery, stakeholder alignment, and process improvement.

- Maintain and optimize HRIS and other HR technology to drive data accuracy, efficiency, and compliance.

- Design and implement structured onboarding and training programs that enhance new hire engagement, accelerate productivity, and align employees with company culture.

Employee Relations & Performance Management

- Manage and resolve complex employee relations issues, conducting thorough and objective investigations.

- Provide day-to-day guidance on performance management, including coaching, counseling, and disciplinary actions.

- Collaborate with leadership to improve workplace relationships, morale, and productivity.

- Ensure legal compliance in all employee management matters, mitigating risk and partnering with legal counsel as needed.

Talent Management & Workforce Planning

- Drive succession planning, workforce planning, and organizational restructuring efforts.

- Partner with leadership on hiring strategies, job design, and compensation alignment for new hires, promotions, and transfers.

- Identify training and development needs, recommending coaching and leadership programs.

HR Operations & Compliance

- Analyze HR trends and metrics to develop proactive HR policies, programs, and initiatives.

- Ensure compliance with federal, state, and local employment laws while integrating industry best practices.

Change Management & Culture Building

- Lead HR-related change management initiatives, ensuring seamless transitions and workforce adaptability.

- Champion diversity, equity, inclusion, and belonging (DEIB) initiatives, embedding inclusive practices within the organization.

- Facilitate employee engagement programs, measuring effectiveness and refining strategies as needed.

Required Skills & Competencies

- Strong business acumen with the ability to interpret and influence business strategy through HR practices.

- Excellent interpersonal, negotiation, and relationship-building skills.

- Proven ability to manage complex employee relations cases with professionalism and discretion.

- Expertise in employment law, HR compliance, and risk mitigation.

- Strong problem-solving and analytical skills, using data-driven insights to drive HR decision-making.

- Exceptional time management, organizational, and project management abilities.

- Proficiency in HRIS systems, Microsoft Office Suite, and other HR technologies.

Requirements:

Qualifications & Experience

- Bachelor’s degree in human resources, Business Administration, or a related field preferred.

- 5+ years of HR experience, including employee relations, performance management, and HR business partnership.

- Experience working in a fast-paced, dynamic environment with evolving business needs.

- Strong understanding of compliance, workforce analytics, training and organizational design.