Senior People and Culture Business Partner

Position Title:
Senior Business Partner

Reports To:
Director – People

Department:
People & Culture

FLSA Status:
Exempt

Location and Travel: The applicant must be willing to travel 50% of the month.

The Senior Business Partner serves as a strategic People and Culture partner to assigned business units, supporting America’s Thrift’s investment in its people and overall business success. This role partners closely with operational leaders to strengthen organizational culture, enhance the employee experience, develop talent, improve retention, and support effective people practices across the organization.

In addition to providing day-to-day human resources support, the Senior Business Partner provides strategic guidance to leaders and ensures People and Culture initiatives align with business objectives. This position analyzes workforce and performance trends, supports complex employee relations matters, mentors People and Culture team members, and develops and refines people strategies that support organizational effectiveness and continued growth.

• Maintain current knowledge of federal, state, and local employment laws and regulations and ensure HR practices remain compliant.
• Provide mentorship, coaching, and support to People and Culture Business Partners to encourage professional growth and development.
• Partner with operational leaders to understand business needs and develop people strategies that support organizational goals.
• Provide guidance and consultation to District Managers and other leaders as they support employees and store locations.
• Provide direction, guidance, and counseling to employees and management regarding employee relations matters and workplace concerns.
• Lead and support complex employee relations matters, including investigations, corrective actions, performance concerns, and workplace complaints.
• Conduct thorough and objective investigations into employee grievances and complaints, including allegations of harassment, discrimination, retaliation, and other workplace concerns, and provide recommendations for resolution.
• Serve as a witness during investigations, employee meetings, or other employment-related matters when appropriate.
• Support the investigation, preparation, and response to EEOC charges and other employment-related agency matters.
• Apply company policies and procedures consistently when addressing employee performance and workplace concerns.
• Partner with leaders to identify performance gaps, ensure appropriate documentation, and develop effective performance improvement or corrective action plans.
• Analyze workforce metrics, including employee retention, turnover, engagement, and employee experience data, to identify trends and opportunities for improvement.
• Use data and business insights to recommend strategies that improve retention, employee experience, leadership effectiveness, and organizational performance.
• Develop, refine, and support the implementation of People and Culture strategies, policies, programs, and procedures to ensure alignment with business needs.
• Partner with District Managers and other operational leaders to assess management staffing needs and support recruitment and workforce planning efforts.
• Provide HR support throughout the management hiring process, including interviewing, candidate evaluation, offer considerations, and onboarding.
• Partner with leaders on talent management and succession planning to identify high-potential employees and future leaders.
• Support the development and readiness of team members identified for advancement or expanded leadership responsibilities.
• Provide coaching and guidance to leaders regarding organizational change, employee engagement, talent development, and other…