Senior HR Business Partner

Senior HR Business Partner (Sr. HRBP)

The Senior HR Business Partner 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.

Responsibilities Include:

• 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.
• Performs other duties as assigned.

Desired Requirements:

• 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.

Knowledge, Skills, and Abilities:

• 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.

Position Competencies: (Include at least 3 but not more than 5 competencies) –