Senior Human Resources Business Partner

Description

Under general supervision from the Human Resources Director, the Senior Human Resources Business Partner performs a full range of professional level human resources functions including recruitment and retention, benefits administration, employee relations, labor relations, recordkeeping/administration, and general human resource functions. All duties must be performed at the highest level of quality, with emphasis on providing exceptional customer service to internal and external customers.

A Senior HR Business Partner takes on a higher level of complexity, managing strategic initiatives and specialized functions such as benefits, HRIS, wellness programs, and compensation and classification projects. The Senior HRBP role further expands on these responsibilities, adding leadership in driving organizational change and developing advanced HR strategies.

Distinguishing Characteristics

The Senior HR Business Partner takes on more complex and strategic HR initiatives, including specialized areas like benefits, HRIS, wellness, and compensation. This role operates with minimal oversight, often supervising HRBP and other junior HR staff. The complexity of their work is significantly higher, as they tackle high-level HR challenges, provide strategic guidance, and drive organizational change efforts. Senior HR Business Partners exercise considerable discretion in decision-making, with a focus on shaping and implementing HR strategies that align with organizational goals.

The individual in this position is designated as a Confidential Employee and will be privy to highly confidential and sensitive information on internal District matters pertaining to the decision-making process on matters relating to potential and current litigation, labor relations and/or personnel and employment, and other items of general legal and/or liability concerns.

Supervision Received and Exercised

The Senior Human Resources Business Partner operates with minimal supervision, reporting to senior leadership, and may supervise junior Human Resources staff or teams, providing direction on complex HR matters and strategic initiatives.

Working Conditions

Normal working conditions for this position are in both an office and field setting. Business travel may be required periodically between District sites, governmental agencies, consultant’s facilities, and other locations as required. Due to the unique nature of the agency’s activities this position must be able to work a flexible schedule that includes evenings, weekends, and holidays. This includes both on-call as well as on-site availability response during emergencies.

Essential Functions

Duties may include, but are not limited to, the following:

• Leads Strategic HR Initiatives: Takes ownership of high-impact HR projects and initiatives, aligning them with the organization’s strategic goals and driving cross-functional collaboration to ensure successful execution.
• Primary Point of Contact for Senior Leadership: Serves as the dedicated HR advisor to senior leaders, providing expert guidance on complex HR issues, organizational development, and leadership strategies.
• Manages Complex Employee Relations Matters: Handles advanced employee relations cases, including investigations, conflict resolution, and legal compliance, ensuring alignment with company policies and employment laws.
• Benefit Administration
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  Administers daily activities, as well as monthly premium billing, relative to employee benefit plans. Additionally manages our Annual Open Enrollment process. Provides support and assistance to participants regarding questions or problems with benefit-related issues, maintaining the highest standard of service.
• Leave Administration
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  Administers and oversees tracking for employee leaves of absence from inquiry through approval and return, including but not limited to FMLA, CFRA, PDL, etc. Ensures compliance with applicable laws, regulations, and District policy/procedure.
• Drives Organizational Change Management
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  Leads change management efforts for large-scale organizational initiatives, including restructuring, culture transformation, and workforce planning,…