Senior HR Business Partner - Operations

About the role

The Sr HRBP (Human Resource Business Partner) serves as a key strategic partner to executives and senior leaders, providing outcome-based human capital consultation and translating business strategy into talent solutions. This role partners with the VP of HR in developing and executing talent strategy for aligned client groups and champions HR strategic and operating priorities. The Sr HRBP brings deep HR expertise with a strong emphasis on talent management programs and processes, driving the talent agenda for assigned client groups. Collaborating with the Director of HR and HR Centers of Expertise (COEs), this role shapes and deploys programs to build a talent pipeline, advance organizational capability, and empower high performance.

Responsibilities

• Serve as the primary HR contact for senior business leaders of assigned client groups; partner with VP of HR on development and implementation of talent plans, organizational design, and organizational effectiveness solutions.
• Translate business goals into integrated talent strategies that support growth, performance, and engagement.
• Partner with Centers of Expertise (COE) to deliver key HR programs (e.g., year-end processes, inclusive culture, workforce planning, talent review).
• Drive functional talent management planning, talent reviews, and succession planning processes for assigned business units.
• Develop and deploy talent programs to ensure a talent pipeline that enables current strategies and future growth.
• Consult with and coach leaders on ethical, inclusive, and compliant people practices, including developing and retaining high-potential talent, fostering an inclusive work culture, and addressing complex employee matters.
• Analyze trends in skill and capability gaps and work with Learning & Development (L&D) to address needs through company or targeted programs.
• Champion internal mobility, mentoring, and development planning across teams.
• Work with HR Leaders, HR COEs, and business leadership on organizational change initiatives; provide organization design consultation on small and large-scale, complex business unit reorganizations.
• Ensure policies and practices are applied consistently and legally across functions and teams, delivering a One-HR approach to HR programs and initiatives.
• Proactively identify opportunities for business leaders to improve team performance; analyze business unit and talent data to recommend solutions for performance, retention, engagement, and employee experience.
• Provide strategic guidance and work on assigned HR and business-facing projects; manage small, medium, and large projects simultaneously with attention to detail.
• Communicate effectively to varying levels across the organization, tailoring presentation style to the audience and simplifying complex information.
• Build critical partnerships and collaborate with COEs and key stakeholders across the organization.
• Demonstrate a keen understanding of enterprise strategy and business priorities.
• Partner with organizational leaders and the Communications Team to ensure proactive, effective communication strategies for issues of varying complexity.
• Act as a change agent, ensuring effective communication and adoption of HR programs; identify, advocate for, and implement HR best practices.
• Serve as a thought partner and voice of the business to COEs in process improvements and program enhancements.
• Collaborate with HR COEs to lead cyclical talent management efforts, including talent review, succession planning, performance reviews, engagement surveys, and compensation planning.
• Stay updated on the latest trends in Human Resources and the HR Business Partner discipline to advance knowledge, skills, and abilities.
• Enable and ensure compliance in regulated practices/licenses pertinent to the team/department/function.
• Model Thrivent’s leadership competencies: Model the Way, Rally the Team, and Deliver Outcomes.
• Support an environment focused on continuous improvement, exceptional employee engagement, and a commitment to clients.
• Shape and/or support a culture that represents Thrivent’s purpose, promise, and values, ensuring Thrivent’s trust and reputation remain strong.

Requirements

• Bachelor’s degree in human resources, psychology, business administration, or related field.
• Minimum 8 years of progressive HR experience and/or HRBP role combined with a background in employee relations, organization design/development, talent acquisition, total rewards, and/or performance management in mid-to-large organizations.
• Strong business and HR acumen; ability to think strategically, plan and align work, and drive meaningful impact in pragmatic and sustainable ways.
• Understanding of business processes, financial metrics, and organizational systems.
• Demonstrated ability to use a systems perspective and work with leaders to diagnose gaps between current and desired organizational performance.
• Skilled at aligning strategy, structure, and talent; ability to prescribe and facilitate process improvements, including organizational design to meet business needs.
• Demonstrated ability to stay connected with the workforce, anticipating employee reaction and impact of business decisions.
• Understanding of employment law and ability to effectively navigate difficult employee relations issues.
• Knowledge of current laws and regulations such as OSHA, EEOC, FLSA, and ADA; ability to communicate requirements effectively and lead compliance.
• Knowledge of performance management, including defining success, establishing measurements, providing feedback, and rewarding performance.
• Demonstrated ability to identify HR implications of the business plan and develop innovative systems, processes, and solutions with an external lens.
• Engagement champion who understands how employee engagement directly influences business results.
• Proven history of executing initiatives with excellence; ability to lead cross-functional teams and drive work through to completion.
• Exceptional communication, coaching, and influencing skills; ability to build trusted relationships with senior business leaders.
• Facilitation skills for group processing and learning experiences (in-person, large group, and/or virtual settings).
• Self-directed, able to effectively manage ambiguity, change, and transformation in a fast-paced environment.
• Ability to work effectively under pressure and manage multiple competing priorities.
• Collaborative team player able to challenge the status quo while building effective partnerships with key stakeholders.
• Tenacious, committed, constructive, and meticulous with high energy and a sense of urgency.
• Experience leading through change; enthusiastic about helping to shape the future.
• Role model for integrity; trusted to always do the right thing.
• Proficient in MS Office products, including Word, Excel, PowerPoint, and Outlook; experience with HRIS.
• Ability for occasional travel for leadership meetings or team offsites.

Preferred Qualifications

• Master’s degree in a related field.
• HR certification (e.g., SHRM-SCP, SPHR).
• Experience in fast-paced, matrixed organizations.
• Experience in Financial Services.
• Proven history leading or co-leading strategic HR initiatives, with emphasis on talent and inclusive culture priorities.
• Ability to work with diverse employee populations (hourly, sales, finance, actuarial, IT, etc.).
• Experience with Workday.

Pay

The applicable salary range for this full-time role is $120,467.00 - $162,984.00 per year, which factors in various geographic regions. The base pay offered will be determined by location, relevant experience, skills, knowledge, business needs, market demand, and other factors.

Benefits

• Various bonuses (e.g., annual or long-term incentives).
• Medical, dental, and vision insurance.
• Health savings account (HSA).
• Flexible spending account (FSA).
• 401(k) and pension plans.
• Life and accidental death and dismemberment insurance.
• Disability insurance.
• Supplemental protection insurance.
• 20 days of Paid Time Off (PTO) each year.
• Sick and Safe Time.
• 10 paid company holidays.
• Volunteer Time Off.
• Paid parental leave.
• Employee Assistance Program (EAP).
• Well-being benefits.

Eligibility for receipt of these benefits is subject to the applicable plan/policy documents, which are subject to change at Thrivent’s discretion.