Position OverviewReporting to the EVP, CHRO, this role is a cornerstone of the People Team. The Senior HRBP will partner closely with senior leaders across the organization, serving as a trusted advisor on talent, organizational effectiveness, and people development. At the same time, they will bring meaningful depth in HR operations, compliance, and systems - enabling them to contribute to the build-out of scalable people infrastructure as HMN continues to grow, both organically and through acquisition.
This is a role for someone who is equally comfortable in a strategic conversation with an executive and in the details of getting HR done right. The ideal candidate has been here before - they know what good HR looks like, they've helped build it, and they're energized by the opportunity to do it again in a dynamic, high-growth environment.
What You'll DoHR Business Partnership- Partner with assigned senior leaders and their teams as a trusted, proactive HR advisor across all aspects of the employee lifecycle
- Provide coaching and counsel to people managers on performance management, employee development, team dynamics, and organizational effectiveness
- Support workforce planning and organizational design efforts, helping leaders build the right structures and capabilities for scale
- Manage employee relations matters with sound judgment, appropriate urgency, and careful documentation - balancing legal risk awareness with a fair, human approach
- Serve as a credible voice of the employee experience to senior leadership, surfacing themes, risks, and opportunities
HR Infrastructure & Compliance- Contribute to the development and implementation of core HR policies, programs, and processes that are practical, compliant, and built to last
- Support HR compliance efforts, including policy reviews, audit readiness, and remediation of gaps across federal, state, and local employment law requirements
- Participate in HRIS evaluation and implementation initiatives, bringing a practitioner's perspective to system design, data integrity, and process workflow
- Help establish consistent, scalable HR practices across the organization that reduce risk and improve the employee experience
Learning, Development & Manager Effectiveness- Design and facilitate learning and development programs for people managers and individual contributors, with a focus on practical skill-building and measurable impact
- Build and deliver manager effectiveness resources including toolkits, coaching frameworks, and communication guides that equip leaders to lead well
- Support the design and execution of a company-wide performance management cadence, including goal setting, ongoing feedback, and year-end calibration
- Identify development needs across the organization and recommend targeted interventions that build bench strength over time
Integration & Change Management- Support people-side workstreams for post-acquisition integration, including role mapping, cultural assessment, compensation harmonization, and employee experience
- Serve as an effective change management partner to leaders and teams navigating organizational transitions, helping to communicate clearly and maintain engagement
- Contribute to the development of repeatable frameworks and playbooks that enable HMN to integrate future acquisitions with speed and consistency
Total Rewards & Talent- Partner with the CHRO on compensation benchmarking, job architecture, and total rewards programs that keep HMN competitive for the talent it needs
- Support offer development and compensation decisions for new hires and internal moves, ensuring internal equity and market alignment
- Collaborate with Talent Acquisition on critical searches, providing HRBP perspective on candidate assessment, offer strategy, and onboarding
What You BringRequired- 8-12 years of progressive HR experience, with meaningful time in a Senior HRBP or senior generalist role supporting a multi-functional business population
- Proven ability to build trusted relationships with senior leaders and serve as a strategic thought partner, not just a transactional HR resource
- Strong employee relations expertise and the judgment to navigate complex, sensitive situations with confidence, discretion, and appropriate legal awareness
- Demonstrated experience in HR policy development, compliance, and building or strengthening HR infrastructure in a growing or evolving organization
- Hands-on experience designing and delivering management development and learning programs with measurable outcomes
- Solid understanding of compensation principles and experience supporting total rewards programs and offer development
- Experience supporting or leading change management efforts in an environment undergoing significant organizational transition
- Strong written and verbal communication skills, with the ability to flex between executive-level advisory conversations and frontline manager support
- A self-starter orientation - someone who identifies what needs to be done, takes ownership, and follows through without needing a detailed roadmap
Preferred- Experience in a PE-backed company, with familiarity with the pace and discipline of a value creation environment
- Exposure to M&A integration from the HR perspective, including cultural assessment, role harmonization, and Day 1-100 employee experience
- Experience with HRIS implementation or platform transitions
- SHRM-SCP, SPHR, or equivalent HR certification
- Background in media, healthcare, digital health, or professional services
Physical DemandsWhile performing the duties of this job, the employee is frequently required to sit; use hands to handle or feel objects, tools, or controls; talk and hear. The employee regularly walks and reaches with hands and arms. Employees frequently use computer keyboards and view computer monitors. The employee must regularly lift and/or move a laptop computer.
