Senior Human Resources Business Partner

Position and Responsibilities Overview

As a Senior HR Business Partner, you will be a key strategic advisor, aligning business objectives with employees and management within designated business units. Acting as an employee advocate and change agent, you will proactively assess and anticipate HR-related needs and communicate with both the HR department and business leadership. You will regularly collaborate with leaders at various levels of the organization to develop forward-thinking strategies and goals that enhance the employee experience and meet operational objectives. Your role will involve partnering with business leaders to influence and implement HR initiatives including talent management, employee relations, workforce planning, leadership development, and employee engagement.

Primary Responsibilities

• Partner with and coach leaders to develop and implement effective HR policies and practices that support the strategic growth of the business.
• Influence and develop the HR team and business leaders by providing HR expertise, sound judgment, and data-driven recommendations that enhance the overall employee experience and business performance.
• Deliver consultation, facilitation, and resolution strategies for complex employee relations issues raised by employees or people managers.
• Conduct effective, thorough, and objective investigations and recommend appropriate employment actions to achieve optimal performance and minimize risk.
• Maintain in-depth knowledge of legal requirements related to the day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with the legal department as needed.
• Provide day-to-day performance management guidance to line management (coaching, counseling, career development, compensation, and disciplinary actions).
• Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Provide guidance and input on business unit restructures, workforce planning, and succession planning.
• Identify training needs for business units and individuals.
• Facilitate new hire orientation.
• Drive retention through engagement with a continuous focus on team culture and management capability.
• Formulate partnerships across the HR function to deliver value-added services to management and employees that reflect the business objectives of the organization.
• Utilize data and metrics to identify trends, develop strategies that drive improvements in the employee experience, and anticipate business needs.
• Maintain an effective level of business literacy about the business unit’s financial position, plans, culture, and competition.

Qualifications

Company Benefits