Senior HR Business Partner

This position is a covered position as defined in the Coquille Indian Tribe Chapter 185 Child Protection Ordinance.

Candidate must pass a pre-employment drug screen and Criminal and Character Background Check.

SUMMARY OF MAJOR FUNCTIONS The Senior Human Resources Business Partner (Sr. HRBP) serves as a trusted HR advisor and primary point of contact for employees and managers while providing leadership and direction to the HR Generalists. The Sr. HRBP performs the full range of HR Business Partner responsibilities while serving as the lead resource for complex or escalated employee relations, performance management, and workplace matters.

This position supports employee engagement, performance management, employee relations, workplace safety, and the overall employee experience. The Sr. HRBP works closely with department leaders, HR Generalists, the Talent Manager, Benefits Administrator, and other HR team members to provide consistent and responsive HR support throughout the employee lifecycle.

ESSENTIAL DUTIES AND RESPONSIBILITIES HR Business Partnership & Employee Relations Provide direct HR support to assigned departments and employees, including employee relations, performance management, policy guidance, workplace concerns, and day-to-day HR needs.

Serve as the lead resource for complex or escalated employee relations and performance matters, providing guidance and support to HR Generalists and managers.

Coach managers regarding performance, corrective action, conflict resolution, documentation, employee accountability, and effective people management.

Conduct workplace investigations and coordinate significant or sensitive matters with the Executive Director of Human Resources.

Support organizational changes, employee transitions, and other workforce needs.

HR Generalist(s) Leadership Supervise, coach, and develop HR Generalists while maintaining direct HR Business Partner responsibilities.

Establish clear expectations, priorities, and deadlines and hold HR Generalists accountable for performance, responsiveness, follow-through, and quality of work.

Regularly review workload, progress, and outstanding items to ensure assignments and employee or manager concerns are completed timely and effectively.

Provide ongoing feedback, coaching, and performance management to HR Generalists and address performance concerns when expectations are not met.

Provide guidance on employee relations, performance management, policy interpretation, and other HR matters.

Serve as the escalation point for complex or sensitive matters and ensure appropriate follow-through and resolution.

Promote consistent HR practices, service standards, and accountability across departments and locations.

HR Infrastructure & Process Improvement Lead and support HR projects and initiatives aligned with departmental and organizational priorities.

Develop, document, and implement standardized HR processes, workflows, tools, templates, and service standards to support organizational growth and operational consistency.

Identify gaps in HR policies, procedures, documentation, and manager resources, and recommend solutions that balance consistency with departmental and location-specific needs.

Establish tracking mechanisms for employee relations matters, performance issues, investigations, and other HR activities to ensure timely follow-up and accountability.

Partner with HR leadership and the HR team to prioritize and implement infrastructure improvements based on organizational needs, employee feedback, HR data, and operational trends.

Develop project plans, define responsibilities and timelines, and monitor progress to ensure successful implementation of HR initiatives.

Employee Engagement & Performance Lead and support employee engagement, recognition, retention, and employee experience initiatives.

Develop and coordinate employee surveys and feedback efforts and partner with leaders on resulting action plans.

Support the performance review process and promote consistent performance management practices and policies.

Conduct and oversee new-hire check-ins and other employee communications.

Monitor employee relations, engagement, and turnover trends and recommend opportunities for improvement.

Employee Lifecycle & HR Team Partnership Partner with the Talent Manager and recruiting and onboarding team to support recruitment, orientation, onboarding, internal movement, and employee transitions.

Partner with the Benefits Administrator to coordinate leaves of absence, accommodations,…