Senior HR Business Partner

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
• Sound judgment and discretion