Bachelor's degree in HR, Business Administration, or related field.
7-10+ years of progressive HR experience, including 3 years as an HRBP or in a strategic HR role.
Strong knowledge of employment law and HR best practices.
Experience influencing senior leaders and managing complex employee relations matters.
SHRM-CP or SHRM-SCP certification preferred.
Responsibilities
Partner with senior leaders to align HR strategies with business goals.
Leverage workforce data to identify trends and organizational health.
Provide thought leadership on the people aspects of organizational effectiveness.
Establish credibility at all levels to function as a strategic advisor.
Lead talent reviews and succession planning initiatives.
Advise on performance management and employee development strategies.
Facilitate change management efforts and organizational assessments.
Benefits
Opportunity to drive strategic HR initiatives that impact the organization.
Engagement with C-suite executives, enhancing your professional network.
Exposure to various HR specialties, from talent management to organizational design.
Supportive culture focused on continuous improvement and inclusivity.
Full Job Description
The Senior HR Business Partner (Sr. HRBP) serves as a strategic advisor to senior leadership, driving people strategies that support business goals, organizational effectiveness, and a high-performance culture. This role partners closely with executives, managers, and cross-functional teams to deliver workforce planning, talent management, employee relations, organizational design, and change leadership initiatives.
Responsibilities Include:
Strategic Partnership:
Partner with senior leaders to understand business priorities and translate them into HR strategies and actionable plans.
Provide data-driven insights into workforce trends, talent risks and organizational health.
Influence decision making by offering thought leadership on people, culture, and organizational effectiveness.
Build credibility across all levels of the organization to serve as a trusted partner to the business.
Talent Management & Development
Lead talent reviews, succession planning, and leadership development initiatives.
Coach leaders on performance management, feedback, and employee development.
Identify high potential talent and support career pathing and retention strategies.
Employee Relations & Culture:
Serve as a trusted advisor for complex employee relations issues, ensuring fairness, consistency, and legal compliance.
Promote a culture of inclusion, accountability, and continuous improvement.
Conduct investigations and partner with Legal when needed.
Organizational Design & Change Management:
Assess organizational structures and recommend improvements to optimize efficiency and scalability.
Lead change management efforts for reorganizations, new processes, and cultural initiatives.
Facilitate team effectiveness sessions, leadership workshops, and organizational assessments
HR Operations & Compliance:
Collaborate with Compensation, Talent Acquisition, and Benefits to drive consistent HR strategies that support the business goals.
Ensure compliance with federal, state, and local employment laws
Support annual HR cycles including compensation planning, performance reviews, talent reviews, and workforce planning
Data, Analytics & Reporting:
Use HR metrics (turnover, engagement, DEI, performance trends) to diagnose issues and recommend solutions.
Present insights to leadership with clear recommendations and action plans.
Disciplinary Oversight:
Managing investigations and employee relations issues.
Continuous Improvement:
Staying current with HR trends and legal updates.
Performs other duties as assigned.
Desired Requirements:
Bachelor's degree in human resources, Business Administration, or related field required.
7-10+ years of progressive HR experience, with at least 3 years in an HRBP or strategic HR role.
Strong knowledge of employment law, HR best practices, and organizational development principles.
Demonstrated experience supporting senior leaders and influencing at the executive level.
Proven ability to manage complex employee relations matters.
SHRM-CP or SHRM-SCP highly desired.
Knowledge, Skills, and Abilities:
Excellent verbal and written communication skills.
Excellent interpersonal, negotiation, and conflict resolution skills.
Excellent organizational skills and attention to detail.
Strong analytical and problem-solving skills.
Ability to prioritize tasks and to delegate them when appropriate.
Ability to act with integrity, professionalism, and confidentiality.
Thorough knowledge of employment-related laws and regulations.
Proficient with Microsoft Office Suite or related software.
Proficiency with organization's HRIS and talent management systems.
Position Competencies: (Include at least 3 but not more than 5 competencies) -
Talent Acquisition skills
Strong learning agility
Emotional Intelligence
Effective communication skills
Strategic thinking skills with the ability to connect people initiatives to business outcomes.
Problem Solving skills
Strong Organizational skills
Cultural Competence
Coaching and Development Skills
Executive presence and strong communication skills.
Coaching and consulting mindset
Change leadership and organizational agility
Data-driven decision-making.
Relationship building and influence without authority
