Senior HR Business Partner

Job Responsibilities

• Partner with senior leadership to align HR strategies with business goals
• Provide guidance on organizational design, talent strategy, and workforce planning
• Collaborate with operations leadership to develop and implement HR strategies that support business objectives
• Support management on associate matters, including change management initiatives, recruiting and hiring processes, disciplinary actions, compensation matters, and turnover management
• Develop and maintain effective business partner relationships by influencing leadership, providing coaching, and delivering workforce management solutions
• Oversee and enhance performance management, talent development, and succession planning processes
• Mentor HR team members and support supervisory skills development
• Facilitate the company’s succession planning initiatives to identify future leaders and support coaching and mentoring programs
• Lead coaching and mentoring programs to develop future leaders
• Support the employee development process, including talent review and job rotational assignments
• Manage and resolve complex, high-risk, or sensitive employee relations issues, conducting thorough and objective investigations
• Ensure compliance with federal, state, province, and local employment regulations
• Evaluate trends in employee relations issues and implement actions to mitigate recurrence through appropriate training, coaching, and discipline
• Serve as a subject matter expert in labor relations, compensation, training, and talent acquisition
• Convey difficult and challenging information to managers effectively
• Develop and implement change management strategies to support business transformations
• Lead diversity, equity, and inclusion (DEI) initiatives
• Utilize HR analytics to drive strategic decision-making and measure HR effectiveness
• Manage HR projects and initiatives aligned with business strategies
• Recommend new approaches, policies, and procedures to improve efficiency and effectiveness
• Partner with compensation, benefits, and total rewards teams to develop strategic HR solutions
• Assume technical leadership in functional HR areas, serving as a resource and expert within and outside the HR department
• Facilitate training sessions, workshops, and discussions on HR programs, policies, and leadership development

Talent Management & Development

• Oversee and enhance performance management, talent development, and succession planning processes
• Mentor HR team members and support supervisory skills development
• Facilitate the company’s succession planning initiatives to identify future leaders and support coaching and mentoring programs
• Lead coaching and mentoring programs to develop future leaders
• Support the employee development process, including talent review and job rotational assignments

Employee Relations & Compliance

• Manage and resolve complex, high-risk, or sensitive employee relations issues, conducting thorough and objective investigations
• Ensure compliance with federal, state, province, and local employment regulations
• Evaluate trends in employee relations issues and implement actions to mitigate recurrence through appropriate training, coaching, and discipline
• Serve as a subject matter expert in labor relations, compensation, training, and talent acquisition
• Convey difficult and challenging information to managers effectively

Change Management & Organizational Development

• Develop and implement change management strategies to support business transformations
• Lead diversity, equity, and inclusion (DEI) initiatives
• Utilize HR analytics to drive strategic decision-making and measure HR effectiveness

Project & Initiative Leadership

• Manage HR projects and initiatives aligned with business strategies
• Recommend new approaches, policies, and procedures to improve efficiency and effectiveness

Qualifications

• Bachelor’s degree in human resources management or a related field or an equivalent combination of education and relevant experience
• A minimum of 5+ years of progressive HR experience, with significant experience as an HR Business Partner
• PHR/SPHR or SHRM-CP/SCP certification desirable
• Proven experience influencing senior leadership and driving organizational change
• Strong financial and business acumen to align HR initiatives with business outcomes
• Bilingual (Spanish) required
• Knowledge of industry knowledge, company policies, and regulations to recommend solutions