Sr. HR Business Partner

Who You Are:

You move toward difficult problems and help create clarity when the path forward is uncertain. You volunteer for meaningful work and take pride not only in starting important projects, but in seeing them through to completion. You understand that being agreeable is not always possible, but treating people with kindness, dignity, honesty, and respect is non‑negotiable. You listen and seek to understand before forming conclusions, particularly when situations are complex, sensitive, or emotionally charged.

You are generous with your expertise, time, and support while maintaining the judgment, boundaries, and self‑awareness required for sustainable performance. You provide candid and constructive counsel, recognizing that kindness sometimes requires direct conversations, clear expectations, and difficult decisions. You believe that people considerations and business results are mutually reinforcing: putting people first leads to stronger and more sustainable outcomes.

Strategic Business Partnership and Organizational Effectiveness Serve as a trusted advisor to senior leaders, translating business strategy, operating priorities, and organizational context into practical people priorities. Advise on organizational design, role clarity, leadership effectiveness, workforce changes, and the employee impacts of business decisions. Provide candid, people‑centered guidance that balances business needs, employee experience, organizational values, and appropriate risk management. Anticipate people‑related risks and opportunities and navigate complex, sensitive, or high‑visibility matters with sound judgment and discretion.

Talent and Workforce Management Partner with leaders, Talent Acquisition, and Finance on workforce plans, headcount and backfill requests, critical‑role pipelines, and succession needs. Lead key talent and performance processes, including talent reviews/calibration, succession planning, career development, retention planning, and performance cycles. Coach leaders on expectations, feedback, performance concerns, disciplinary actions, and the management practices needed to strengthen team effectiveness.

Collaborate with Total Rewards on job architecture, leveling, compensation, promotions, and pay decisions to support competitiveness and internal consistency.

Employee Relations, Policy, and Risk Management Manage employee relations matters and workplace concerns promptly, objectively, and with thorough, appropriately confidential documentation. Advise leaders on actions that account for consistency, precedent, employee experience, legal requirements, and business needs. Partner with Legal team and other stakeholders on elevated, complex, or represented‑workforce matters, clarifying risks, trade‑offs, and accountability. Promote fair and consistent application of policies, employment practices, and company standards.

Workforce Insights, Change, and Manager Enablement Use workforce data, employee feedback, and business insight to identify trends, evaluate options, and recommend actions related to talent and organizational health. Own cross‑functional HR work streams from problem definition through implementation, managing stakeholders, dependencies, risks, communications, and adoption. Translate HR policies, programs, and decisions into clear guidance and communications for leaders and employees. Strengthen manager capability through direct coaching, practical tools, and resources that reinforce kindness, candor, accountability, and sound judgment.

Use approved technology and generative AI to improve analysis, drafting, scenario planning, and routine HR work while protecting confidentiality, accuracy, and appropriate human oversight.

We value our people.