Senior HR Business Partner

About the role

The Senior HR Business Partner serves as a key advisor to a team of leaders for assigned departments and services, ensuring the alignment of human resources practices with business goals.

Responsibilities

• Analyze and synthesize people metrics to guide people strategies
• Partner with leaders to influence positive improvements for turnover / retention / workforce stability
• Advise leaders on effective employee engagement strategies and tactics
• Recommend strategic staffing solutions to improve labor productivity and efficiency including use of agency, incentives and premium pay
• Act as liaison with Talent Strategies Team as appropriate in data gathering, workforce plan development, and execution on talent strategies
• Assess the impact of strategic initiatives to ensure that appropriate change and transition plans are in place
• Partners in organizational changes including: New business or services, Acquisitions, Department closures, Organizational restructuring, New staffing models
• Execute on business projects to support the people strategy (e.g., integration)
• Identify business best practices to share across the region or enterprise
• New job/position planning in partnership with Compensation Team
• Job design (e.g., creating new jobs/roles, building career ladders, etc.)
• Job Evaluation (e.g., upgrade level of a position)
• Build strong relationships with business leaders
• Support and guide succession planning
• Identify leaders for development programs
• Coach and develop leaders in areas of strengths and opportunities
• Guide leaders to self-led resources or other sanctioned tools
• Partner with Advise & Counsel Team (i.e., Employee Relations) to work with leaders on trending employee relations issues or concerns to identify root cause(s) and develop mitigation plans for improvement and prevention
• Coach leaders by guiding to available resources for post-event needs and after-action review
• Partner on people belonging and inclusion strategies and be culture champions
• Ensure compliance with all relevant HR policies and regulations
• Guide leaders to the HR self-service functions or Centers of Practice (CoP) to get the right level of service in the right place or with the right SME
• Support people initiatives and programs led by CoPs and help leaders successfully navigate change
• Informs and escalates to other HRBPs/HRMs/HRDs that may be impacted when a situation, event, concern, etc. impacts more than the HSO and/or has a high acuity level or visibility

Requirements

• Applicable Experience: 6-9 years
• Bachelor's Degree