Senior Human Resources Business Partner - Corporate HR

Description The Senior Human Resources Business Partner supports Burns & McDonnell business units in delivering HR services to employees and leadership to drive business outcomes. The Senior Human Resources Business Partner role provides HR lifecycle support to business unit(s), including talent management, workforce planning, organization effectiveness, and employee engagement. The Senior Human Resources Business Partner builds and maintains partnerships across the business units to deliver value-added services to management and employees that reflect the organization's business objectives.

• Establish and maintain relationships between the Human Resources Department and business units to facilitate the success of Burns & McDonnell's mission and goals.

• Provide guidance and coaching to business units on issues related to all areas of human resources management, including employee relations, performance management, company policies, labor-law legislation, and state and federal agency requirements.

• Provide performance management guidance to respective business units (coaching, counseling, career development, disciplinary actions). Research, prepare for, and advise on matters pertaining to performance improvement plans and disciplinary actions.

• Manage and resolve complex employee relations and equal opportunity issues. Lead the conducting of effective, thorough, and objective investigations to ensure compliance with company policies and federal, state, and local employment laws.

• Lead the facilitation of communication among employees and management. May guide employees and managers on problem-solving, dispute resolution, and compliance, mitigating risk for the organization.

• Lead organizational development, change initiatives, and projects to support ongoing business needs.

• Partner with Human Resources specialty groups managing employee leaves of absence, Short-Term Disability, FMLA requests, workplace accommodations, Workers Compensation issues, OSHA requirements, background/drug checks, and unemployment claims.

• Lead the development and implementation of the company’s diversity, equity, and inclusion programs.

• Partner with the Talent Acquisition team to support the business unit’s hiring plans. Leads the review and development of job descriptions, completes and files interview notes, and evaluates and recommends promotional opportunities for existing staff.

• Review exit interviews to understand current satisfaction levels with company policies, benefits programs, and management practices. Compiles measurable data relevant to turnover and attrition. Analyzes exit data aimed at identifying and addressing areas of potential improvement.

• Partner with Human Resources team to create awareness, ensure consistency, and effectively communicate business objectives and corporate and regional programs.

• Lead the review of employee trends and analyze ways to increase employee engagement and retention.

• Participate in HR cross-functional and technical projects as appropriate. Lead the implementation and standardization of HR processes with business units.

• Lead and/or participate in employee committees, teams, and planning processes to ensure process improvement is integrated into the daily operations of assigned business units.

• Partner with the Education & Training team to evaluate, develop, and facilitate HR training programs.

• Mentor. collaborate and train less experienced Human Resources Business Partners and coordinators.

• Create and/or review job descriptions and conduct job evaluations utilizing company standards.

• Work closely with management and employees to improve work relationships, build morale, and increase productivity.

• Lead the development, coordination, support, and implementation of targeted HR initiatives.

• Pr…