Senior HR Business Partner

Senior HR Business Partner (Sr. HRBP)

The Senior HR Business Partner (Sr. HRBP) serves as a strategic advisor to senior leadership, driving people strategies that support business goals, organizational effectiveness, and a high‑performance culture. This role partners closely with executives, managers, and cross‑functional teams to deliver workforce planning, talent management, employee relations, organizational design, and change leadership initiatives.

• Strategic Partnership:
  • Partner with senior leaders to understand business priorities and translate them into HR strategies and actionable plans.
  • Provide data‑driven insights into workforce trends, talent risks and organizational health.
  • Influence decision making by offering thought leadership on people, culture, and organizational effectiveness.
  • Build credibility across all levels of the organization to serve as a trusted partner to the business.
• Talent Management & Development:
  • Lead talent reviews, succession planning, and leadership development initiatives.
  • Coach leaders on performance management, feedback, and employee development.
  • Identify high potential talent and support career pathing and retention strategies.
• Employee Relations & Culture:
  • Serve as a trusted advisor for complex employee relations issues, ensuring fairness, consistency, and legal compliance.
  • Promote a culture of inclusion, accountability, and continuous improvement.
  • Conduct investigations and partner with Legal when needed.
• Organizational Design & Change Management:
  • Assess organizational structures and recommend improvements to optimize efficiency and scalability.
  • Lead change management efforts for reorganizations, new processes, and cultural initiatives.
  • Facilitate team effectiveness sessions, leadership workshops, and organizational assessments.
• HR Operations & Compliance:
  • Collaborate with Compensation, Talent Acquisition, and Benefits to drive consistent HR strategies that support the business goals.
  • Ensure compliance with federal, state, and local employment laws.
  • Support annual HR cycles including compensation planning, performance reviews, talent reviews, and workforce planning.
• Data, Analytics & Reporting:
  • Use HR metrics (turnover, engagement, DEI, performance trends) to diagnose issues and recommend solutions.
  • Present insights to leadership with clear recommendations and action plans.
• Disciplinary Oversight:
  • Managing investigations and employee relations issues.
• Continuous Improvement:
  • Staying current with HR trends and legal updates.
• Other duties as assigned.

• Bachelor’s degree in human resources, Business Administration, or related field required.
• 7–10+ years of progressive HR experience, with at least 3 years in an HRBP or strategic HR role.
• Strong knowledge of employment law, HR best practices, and organizational development principles.
• Demonstrated experience supporting senior leaders and influencing at the executive level.
• Proven ability to manage complex employee relations matters.
• SHRM-CP or SHRM-SCP highly desired.

• Excellent verbal and written communication skills.
• Excellent interpersonal, negotiation, and conflict resolution skills.
• Excellent organizational skills and attention to detail.
• Strong analytical and problem‑solving skills.
• Ability to prioritize tasks and to delegate them when appropriate.
• Ability to act with integrity, professionalism, and confidentiality.
• Thorough knowledge of employment‑related laws and regulations.
• Proficient with Microsoft Office Suite or related software.
• Proficiency with organization’s HRIS and talent management systems.

• Talent Acquisition skills
• Strong learning agility
• Emotional Intelligence
• Effective communication skills
• Strategic thinking skills with the ability to connect people initiatives to business outcomes.
• Problem Solving skills
• Strong Organizational skills
• Cultural Competence
• Coaching and Development Skills
• Executive presence and strong communication skills.
• Coaching and consulting mindset
• Change leadership and organizational agility
• Data‑driven decision‑taking.
• Relationship building and influence without authority
• Sound judgment and discretion

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