General Description of the Job Class

The Sr. HR Business Partner's role is to provide strategic partnership in four primary areas: workforce planning, talent and culture strategy, business operations and risk management, and employee relations. The role delivers HR services that address the unique needs of their customers in alignment with overall HR strategies. This role is also responsible for mentoring and/or supervising HR business partners and providing professional HR advisory services by creating a respectful and trusting relationship with managers, leaders, and employees.

Duties and Responsibilities of this Level

Provide strategic direction to higher level leaders (generally AVPs and above). Build and maintain strategic relationships.

Partner with key stakeholders and leaders to align talent solutions with operational priorities, forecast future workforce needs to align with business goals, and provide analytics insights to aid informed decision making.

Partner with the business on key talent initiatives. Identify solutions to critical workforce planning trends and needs for complex cases or cases that have been escalated from HR business partners (and/or Center of Expertise higher complexity cases).

Partner with key stakeholders and leaders to develop effective strategies for leveraging talent, drive culture strategies that match business priorities, create retention strategies, and aid with succession planning and internal mobility.

Provide consultative support to leaders to execute total rewards strategy and identify operation risks related to compliance and mitigation strategies.

Proactively partner to drive change initiatives, guide leaders through complex employee relations issues and create strategies to mitigate future issues. Handle employee relations escalations from HR business partners.

Advise, lead, drive consistency across the business and all stakeholder groups. Monitor, measure and recommend corrective course of action.

Collaborate with other Sr. HR business partners across the entities to drive consistency. Create consistent practice, service delivery, practices, day-to-day HR operations across the system.

Offer broad project leadership that crosses multiple areas. Financial responsibility - manage project budget and maintain fiscal responsibility. The role may also manage departmental budgets.

Consult with HR business partner's for any complex issues. Provide coaching, program advocacy, and other support as needed.

Make HR operational level decisions impacting leaders, service lines, and system.

Performs other duties as assigned.

Required Qualifications at this Level

Education

Work requires skills that are generally acquired through the completion of a Bachelor's degree in Human Resource, Business Administration, or related field.

Experience

5 years of strategic partnership experience in Human Resources or a combination of education and experience sufficient to meet to the relevant experience and competencies provided below.

Experience and working knowledge of multiple human resources disciplines, including compensation practices, organizational diagnosis, employee relations, diversity and inclusion strategies, performance management, organizational development, talent acquisition and applicable employment laws.

Experience comprehending, interpreting, and appropriately applying the sections of applicable laws, guidelines, regulations, ordinances and policies.

Degrees, Licensure, and/or Certification

N/A

Knowledge, Skills, and Abilities

Essential Physical Job Functions:

Certain jobs at Duke University and Duke University Health System may include essential job functions that require specific physical and/or mental abilities. Additional information and provision for requests for reasonable accommodation will be provided by each hiring department.