Senior Human Resources Business Partner

INPRS’ believes that people are the foundation of our success. It takes people with different backgrounds, ideas, and strengths to be successful. Balance in life is important. We strive to have a flexible and supportive environment while not sacrificing service to our members. We pride ourselves by modeling a collaborative, diverse and inclusive environment for our employees. Our mission. “As fiduciaries, educate stakeholders, collect necessary contributions, and prudently manage member assets to deliver promised defined benefit and defined contribution benefits and services”.

The Senior Human Resource Business Partner (Sr. HRBP) is a senior individual contributor who serves as a trusted HR advisor to leaders, managers, and employees across the organization. Reporting directly to the Chief Human Resources Officer, the Sr. HRBP translates business priorities into practical people solutions and provides expert guidance on employee relations, employee engagement, performance management, organizational effectiveness, and HR policy for a workforce of approximately 250 employees at a single location.

This role works in close, day-to-day collaboration with the HR team, partnering with Compensation, Benefits, Payroll, Learning & Development, and HR Operations to deliver integrated, consistent service to the business. The ideal candidate is highly independent, exercises sound judgment, thinks critically about complex and ambiguous situations, and communicates with clarity and credibility at every level, from front-line staff to executive leadership.

The position has no direct reports.

• Serve as a trusted HR advisor and thought partner to department leaders and managers, building credible relationships across all levels of the organization.
• Understand each department's operations, priorities, and challenges; anticipate people-related needs and proactively recommend solutions before issues escalated.
• Partner with leaders to translate business objectives into people strategies that support performance, retention, engagement, and a healthy workplace culture.
• Coach managers and supervisors on leadership effectiveness, difficult conversations, feedback, and team dynamics.
• Advise the CHRO and senior leaders on sensitive people matters, organizational risks, and the people impact of business decisions, presenting balanced options and clear recommendations.
• Track external workforce and HR trends and recommend improvements to the organization's people practices.

• Work as an integrated member of the HR team, collaborating daily with colleagues to deliver consistent, high-quality service to employees and leaders.
• Compensation — partner on job evaluations, pay recommendations, promotions, and market and pay-equity reviews; ensure job descriptions are accurate and current.
• HR Operations — partner on employee lifecycle transactions, onboarding and new-hire orientation, offboarding, HR records, and process improvement.
• Share employee relations, engagement, and workforce insights across the HR team so that programs, policies, and practices remain aligned and consistent.
• Employee Engagement- collaborate on programs that strengthen culture, recognition, communication, and employee experience across the organization.

• Independently manage and resolve complex employee relations matters, including performance, conduct, conflict, and workplace concerns, applying policy consistently and fairly.
• Identify employee relations trends and root causes, and recommend preventive actions, training, or policy changes.
• Partner with the CHRO and legal counsel on high-risk matters, and…