10884 - Senior HR Business Partner

Key Responsibilities

• Partner closely with managers and leaders to provide practical, business-minded guidance on performance management, team effectiveness, employee development, workforce planning, and role clarity.
• Coach leaders through feedback conversations, performance improvement plans, employee concerns, organizational needs, and sensitive people decisions with sound judgment and empathy.
• Partners with leaders on organizational design, team effectiveness, change management, communication planning, and role or structure changes that support business growth and operational needs.
• Help leaders refine responsibilities, strengthen team structure, and identify development opportunities that set teams up for success.
• Support talent reviews, performance management cycles, calibration discussions, succession planning, development planning, retention strategies, and other core People programs within assigned client groups.
• Help build and execute clear communications, timelines, documentation, and manager guidance so People programs are implemented consistently and effectively.
• Support and advise on employee relations matters, investigations, corrective actions, policy interpretation, and performance concerns with fairness, consistency, confidentiality, and strong documentation.
• Partner with HR leadership, Legal, and business leaders on sensitive or complex employee matters when additional review, risk assessment, or alignment is needed.
• Work collaboratively across Compensation, Talent Acquisition, Benefits, Payroll, HRIS, Learning & Development, Legal, and business teams to drive aligned, practical, and scalable HR solutions.
• Translate enterprise HR programs, policies, and business needs into clear, usable guidance for leaders and employees.
• Use people data and business context to identify trends, surface risks, support recommendations, and help leaders make informed decisions.
• Prepare concise insights and summaries related to turnover, headcount, performance, engagement, and organizational health to support ongoing business reviews.

Basic Qualifications

• 8–10 years of progressive HR experience, including experience in an HR Business Partner or People Partner role supporting managers and leaders.
• Bachelor’s degree in Human Resources, Business Administration, or a related field required.
• A practical, business-minded approach to HR partnership, with the ability to balance strategic thinking and hands-on execution.
• Strong experience coaching managers through performance management, employee development, feedback conversations, corrective action, and employee relations matters.
• Strong understanding of employee relations, performance management, HR compliance, policy interpretation, and applicable employment laws.

Preferred Qualifications

• Comfort working through ambiguity, shifting priorities, and sensitive people matters with sound judgment, discretion, and follow-through.
• Hightly collaborative and cross-functional, with the ability to build strong partnerships across HR, Legal, Finance, Payroll, Talent Acquisition, and business teams.
• Strong communication skills with the ability to influence, align stakeholders, document clearly, and provide guidance that leaders can act on.
• Experience supporting organizational change, talent processes, People programs, manager enablement, or scalable HR process improvements.
• MBA or Master’s degree related field.
• Professional HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR preferred.