Senior HR Business Partner

Primary Responsibilities

• Serve as a strategic advisor and coach to senior leaders, providing guidance on talent, people management, and career development to advance organizational priorities and strengthen overall business performance.
• Leverage HR and business knowledge to lead and influence managers on the alignment and deployment of talent and organizational structure.
• Predict and diagnose business conditions related to human capital which may have underlying HR ramifications.
• Lead the design, development and execution of human capital plans for assigned business(es).
• Execute and lead annual HR events (Employee Engagement, Talent Calibration/Review, Performance Management and Compensation Cycle) as HR lead for business lines, providing insight and recommendations to leaders.
• Provide strategic consultation to business leaders on human capital and talent issues and promote a culture of leadership accountability for completion of outcomes.
• Participate in organizational change efforts including communication plans, employee engagement impact, and organizational design for assigned business lines. In some cases, lead one or more workstream(s) in support of transformation efforts.
• Lead the unification of HR services for assigned business lines by communicating and partnering with HR and other internal resources (Technology, Finance, etc.) on business initiatives to drive value and create a mutually beneficial approach to solving human capital challenges.
• Leverage data from the HRIS system to create proactive, data-driven solutions to inform leaders and drive value through human capital strategies.
• Demonstrate sound judgement in complex and ambiguous situations.
• Create and develop workforce planning efforts.
• Manage a small HR Business Partner team.

Scope of Responsibilities

This position typically covers multiple business lines with a medium to high variation in nature of work, employee level and geography in business line support structure and supports the talent management needs of senior to executive level managers in these business lines.

Key Competencies for Success

• Influences: Understand the power of networks and leverages business relationships to gain support.
• Builds Alliances: Break down silos by co-creating synergistic solutions.
• Inspires Followers: Earn trust and respect through expertise and authentic connection.
• Develops Talent: Understands and acts on own development and coaches others through the process.

Education and Experience Required

• Bachelor’s degree or four (4) years relevant experience.
• Seven years applicable Human Resources and/or relevant business line experience.
• Two years leadership/supervisory experience.
• Operates in a fast pace, high change environment, with a heavy involvement in people projects.
• Talent Management certifications – Myers Briggs.
• Solid knowledge of MS Office and software used by department.
• Understanding of the business (of Human Resources and respective business area(s) assigned, i.e. how the business operates financially, the products and services offered and how they are positioned, who the key customers and competitors are and understanding the environment that could affect future successes).
• Thorough knowledge and understanding of applicable laws and regulations.
• Highly literate in Human Resources procedures.

Education and Experience Preferred

• Master’s degree.
• SPHR (Senior Professional in Human Resources) and/or SHRM – SCP (SHRM Senior Certified Professional).
• Experience with pertinent HRIS systems and report generation.
• Sound understanding of the business line(s) supported.

Pay Range

The pay range for this position is $118,200.00 - $197,000.00 Annual (USD).