Senior Human Resources Business Partner
Listed on 2026-07-01
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HR/Recruitment
HR Generalist / Talent Management, HR Manager, Regulatory Compliance Specialist, Recruiter / Talent Acquisition
Position Title: Senior Human Resources Business Partner
Department: Human Resources
Reports To: Chief Human Resources Officer
FLSA Status: Exempt
Compensation
: $90,000 – $115,000 depending on qualifications
Position Summary:
The Senior Human Resources Business Partner is responsible for leading strategic HR partnership and service delivery for Bailey Nurseries’ Oregon and Washington locations, including workforce planning, employee relations, compliance, performance management, talent development, and consistent HR practices across multiple locations. This role provides leadership and oversight to the West Coast HR team, including HR Generalists, HR Coordinators, and related support roles, while partnering closely with the Chief Human Resources Officer, West Coast leadership, production managers, and employees.
As Bailey continues to strengthen alignment across locations, the Senior Human Resources Business Partner will play a key role in building consistent HR processes, supporting manager capability, improving communication, and helping ensure HR practices are practical, compliant, and aligned with company-wide strategy in a seasonal, production-focused nursery environment.
Essential Duties and Responsibilities:
HR Strategy, Service Delivery, and Business Partnership
- Lead strategic HR partnership and service delivery for Oregon and Washington locations.
- Align West Coast HR priorities with company-wide HR strategy, business needs, and operational goals.
- Serve as a strategic HR partner to West Coast leadership, production managers, and the HR team.
HR Team Leadership and Oversight
- Lead, supervise, coach, and develop West Coast HR Generalists, HR Coordinators, and HR support roles.
- Oversee consistent, timely, and compliant HR support across locations.
- Lead HR initiatives through the HR team while supporting team growth and accountability.
Workforce Planning, Recruitment Strategy, and Organizational Effectiveness
- Lead workforce planning with local leaders and production managers.
- Oversee recruitment planning, job analysis, hiring priorities, and onboarding alignment.
- Support organizational changes, including restructures, communication, and change management.
Employee Relations, Manager Guidance, and Performance Management
- Coach managers on employee relations, performance, corrective action, policy interpretation, and conflict resolution.
- Lead complex, sensitive, or high-risk employee relations matters and investigations.
- Support performance management, including feedback, corrective action, documentation, and manager accountability.
- Build manager trust, gain buy-in, and support ownership of consistent HR practices and people expectations.
Compliance, Policy Consistency, and HR Process Improvement
- Lead consistent HR policies, procedures, protocols, and programs across locations.
- Ensure HR practices comply with federal, state, and local employment laws.
- Identify and lead HR process, system, documentation, and workflow improvements.
- Partner with Safety, Payroll, Operations, and other teams to support compliance, wellbeing, and operational efficiency.
Talent Development, Compensation Support, Culture, and Location Support
- Partner with leadership to identify training, development, and manager capability needs.
- Provide business partner-level compensation and benefits support in partnership with HR and payroll resources.
- Analyze HR trends, metrics, workforce data, and employee relations patterns to support business decisions.
- Train and guide managers and employees on HR programs, policies, expectations, and best practices.
Required Qualifications:
- Exemplary communication skills across all levels of the organization – written and oral.
- Bachelor’s degree in Human Resources, Business Administration, or a related field; or an equivalent combination of education and progressive human resources experience.
- 5+ years of HR Business Partner, or HR Management, experience with proven experience in strategic HR.
- Experience leading, coaching, or providing direction to HR team members.
- Strong employee relations experience, including investigations, corrective action, documentation, and performance management.
- Strong knowledge of employment laws, HR…
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