Senior Human Resource Business Partner

Responsibilities

• Act as a trusted advisor to leaders and employees, providing practical, business-aligned people solutions that support performance, engagement, and organizational effectiveness.
• Partner with business leaders to develop and execute workforce strategies, ensuring the right talent is in the right roles at the right time to meet current and future business needs.
• Diagnose organizational needs and implement solutions across org design, talent development, and team effectiveness to support business priorities.
• Lead and contribute to HR and business initiatives and projects, driving progress against key priorities and ensuring initiatives are executed with quality and follow-through.
• Own and drive execution of core talent processes (performance management, talent reviews, succession planning, engagement actions), ensuring consistency and measurable impact.
• Roll up sleeves to execute day-to-day HR work, including employee relations, policy guidance, and manager support—balancing sound judgment with timely, practical resolution.
• Counsel managers and employees through complex employee relations matters, providing clear guidance and facilitating effective, fair resolution.
• Champion diversity, equity, inclusion and belonging, partnering with leaders to embed inclusive practices and monitor the effectiveness of related initiatives for all employees.
• Leverage data and insights to identify trends, inform decisions, and measure the effectiveness of people strategies and actions.
• Collaborate across HR functions (TA, Total Rewards, HRIS), influencing without direct authority to deliver integrated, practical solutions.
• Drive operational discipline and continuous improvement, identifying opportunities to simplify processes, remove friction, and enhance the employee and manager experience.
• Take ownership from issue identification through resolution, ensuring work is driven to clear, timely outcomes.
• Participate as an active member of the HR community, building relationships across the HR team and supporting other HR initiatives and projects while identifying and sharing strategies and solutions that may be implemented in other business units to improve organizational effectiveness.
• Ensure compliance with appropriate governmental laws and regulations as they relate to Human Resources (i.e., EEOC/AA, ADA, Wage and Hour, FMLA, WC, etc.).
• Work with assigned areas to ensure they are informed, updated as applicable, and operating in compliance with applicable laws.
• Drive community partnerships for employment branding and talent acquisition purposes.

Qualifications

• Bachelor’s Degree in Business, HR, related field, or equivalent experience.
• Minimum 3, ideally no less than 5 years of progressive HRBP experience including building, aligning, and implementing HR programs and processes to business strategy.
• Demonstrated ability to operate as both a strategic partner and hands-on executor, with a track record of successfully implementing people programs, solving complex employee matters, and driving work through to completion.
• Experience supporting senior leaders (Director-level and above), with the ability to influence decisions, provide sound judgment, and build credibility quickly.
• Strong experience in employee relations and performance management, with the ability to navigate complex, sensitive situations with professionalism and confidence.
• Proven ability to coach and develop leaders, improving manager effectiveness, team performance, and employee engagement.
• Experience leading or contributing to cross-functional projects or initiatives, with a focus on execution, compliance, follow-through, and measurable outcomes.
• Demonstrated ability to use data and insights (e.g., engagement, turnover, performance metrics) to inform decisions and drive action.
• Experience working across HR COEs (e.g., Talent Acquisition, Total Rewards, HRIS), with the ability to influence without direct authority and deliver integrated solutions.
• Comfort operating in a hands-on, roll-up-your-sleeves environment, with a strong sense of ownership and accountability for both day-to-day work and longer-term initiatives.
• Solid knowledge of federal, state, and local laws, statutes, etc. which govern HR compliance and related employment policies and practices.
• Strong understanding of I-9 compliance and immigration processes, with the ability to navigate requirements confidently and partner effectively with internal stakeholders and external counsel.
• Proficiency in Microsoft Suites.
• Proficiency in HR systems including Learning Management Systems and Applicant Tracking tools.
• Knowledge of UKG HRIS a very strong plus.
• PHR, SPHR, or other HR licenses a very strong plus.