Sr Manager HR Business Partner

Job Description

The Sr HR Business Partner serves as a trusted and collaborative advisor, providing insights, proactive, practical advice and coaching to Vice Presidents, Regional Operational Leaders, and Site leaders within a regional market and/or function. The Sr HR Business Partner serves as the primary HR strategic partner driving business outcomes by strengthening leadership & management capability, leading workforce planning and organizational change, and partnering with site leaders to implement enterprise-wide business and people processes.

The Sr HR Business Partner also serves as the strategic partner to the HR function ensuring that enterprise-wide HR initiatives are in alignment with and in support of People and Business objectives. This role serves as a functional HRBP team lead, bridging day-to-day client support between HRBP Leadership and HRBP Generalists – enabling strong execution, consistency, and organizational effectiveness across the region/function.

Here's why you will love it here:

• Recognition Programs and Rewards
• Excellent health care options, including medical, dental, and vision
• A people-first culture
• Go Hilton:
  Travel Discounts Program Hilton hotel rates worldwide.
• Perks at work:
  Employee Pricing platform
• Employee Assistance Program that supports your physical and mental well-being.
• Paid Vacation Time and Paid Sick Days
• 401(k) program with company match
• Tuition reimbursement programs
• Numerous learning and advancement opportunities
• And more!

Position Summary:

Flexible skills and abilities to be successful in this role include coaching, leadership courage, a high level of emotional intelligence, personal accountability, learning mindset, effective communication, collaboration, process development, and fast analysis/problem solving. When done well, they will understand the local nuances along with the business challenges, identify value-add opportunities, then implement solutions that help drive the business forward.

Talent Strategy & Planning:

• Partner with Operational Leaders to translate business goals into actionable HR strategies, including organizational design, talent planning, and change management.
• Lead organizational design initiatives, including restructures and reductions in force to optimize the workforce; advising on spans, layers, and workforce efficiency, legal compliance and effective change management.
• Develop and execute comprehensive change management plans, including stakeholder engagement and communication strategies.
• Understand and translate business priorities, team member insights, and external market factors to support talent strategies and improve the business's capabilities to deliver against its goals.
• Lead annual workforce planning efforts, including talent assessments, skill gap analysis, succession planning, and forward-looking workforce strategies.
• Partner with leaders to define critical roles and capability requirements (skills, experiences, leadership behaviors).
• Assess talent health using data and metrics (performance data, talent assessments, readiness, mobility,) and synthesize insights into a clear talent story for risk mitigation and future planning.
• Partner with Talent Acquisition, HR Directors, and Operational Leaders to assess staffing levels, leave usage, PTO practices, and scheduling approaches, to ensure appropriate staffing strategies aligned to talent and business needs.
• Leverage people analytics to inform decisions, demonstrate impact, and improve outcomes.
• Support immigration and labor strategies that impact staffing and capability. Partner with ER/LR partners as necessary.

Union & Labor Relations (as applicable):

• Act as a strategic partner between business operations, HR, and Employee & Labor Relation COEs in unionized markets.
• Balance enterprise HR strategy and business objectives with local Collective Bargaining Agreements (CBAs).
• Advise leaders on labor considerations while aligning business objectives, compliance, and risk management.

Leadership Effectiveness & Capability Building:

• Coach and advise leaders on organizational effectiveness, performance management, team development, and leadership capability to strengthen team effectiveness.
• Drive implementation of company policies focused on risk mitigation, performance effectiveness, cost discipline, and enterprise priorities.
• Partner with leadership to drive culture initiatives and resolve complex employee relations issues to enhance employee morale, engagement, and retention.
• Support leaders through critical moments and navigating complex employee relations;
  Coach leaders on how to effectively navigate both planned and unscripted situations.
• Provide thought partnership for coaching of talent, performance management, career development and compensation matters.
• Drive development of high potentials through succession planning; collaborate on intentional development plans and executive coaching to build organizational capacity for continued global growth.
• Proactively reinforce effective performance…