Senior Human Resources Business Partner

POSITION SUMMARY

The Senior HR Business Partner serves as a strategic advisor and people strategy leader embedded within assigned business units, building trusted partnerships with senior leadership and people managers to drive organizational effectiveness. This role is responsible for aligning HR strategies with business objectives across talent management, employee relations, workforce planning, performance management, and organizational development — fostering a high-performance, inclusive culture at every level of the organization.

PRIMARY DUTIES AND RESPONSIBILITIES

• Partner with assigned business unit leaders and people managers to understand organizational needs and deliver tailored HR support and guidance.

• Provide day-to-day HR counsel on employee relations matters including conflict resolution, performance issues, disciplinary actions, and separations.

• Conduct thorough, objective investigations into employee complaints and workplace concerns; recommend and implement appropriate resolutions.

• Collaborate with Talent Acquisition to support full-cycle recruiting efforts, including job profile development, interview guidance, and onboarding.

• Support and guide managers through the performance management process, including goal setting, mid-year check-ins, annual reviews, and performance improvement plans.

• Analyze HR data and trends — including turnover, engagement, and headcount — to identify issues and recommend proactive solutions.

• Partner with the Compensation team to support salary benchmarking, offer approvals, and internal equity reviews.

• Aid in the design and delivery of employee engagement initiatives, recognition programs, and culture-building activities.

• Advise managers and employees on HR policies, procedures, and programs; ensure consistent and fair application across the organization.

• Support learning and development efforts by identifying training needs and coordinating or facilitating relevant programs.

• Partner with HR Centers of Excellence (COEs) including Benefits, Payroll, and Talent Development to ensure seamless employee experiences.

• Ensure compliance with federal, state, and local employment laws and regulations; stay current on legislative changes and their impact on HR practices.

• Support organizational change initiatives by providing HR guidance on restructuring, role changes, and workforce transitions.

• Maintain accurate and confidential employee records and documentation in the HRIS in accordance with company policy.

Processes & Procedures Oversight

• Serve as the designated accountability owner for all organizational processes and standard operating procedures (SOPs).

• Conduct regular gap analyses of auditing being done for current departmental and cross-functional processes to identify inconsistencies, inefficiencies, or areas of non-compliance. Direct auditing role to add/delete/change respective auditing processes as needed.

• Collaborate with compliance, operations, and HR teams to ensure all processes align with regulatory requirements and internal standards.

• Delegate or develop, revise, and implement updated SOPs, workflow documentation, and process guides in collaboration with relevant stakeholders.

• Maintain regular and reliable attendance, including being present, on time, and prepared for work as scheduled.

Qualifications

• EXPERIENCE AND EDUCATIONAL REQUIREMENTS:

  • Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field required; Master’s degree (MBA, MSHR, or similar) preferred.

  • 5+ years of progressive HR experience, with at least 2 years in a Senior HRBP or equivalent strategic HR capacity.

  • Demonstrated experience in process improvement, SOP development, or operational process management.

  • Experience supporting multiple business units and managing complex employee relations matters independently.

  • Proven track record of successfully partnering with and influencing senior and executive leadership.

• MINIMUM SKILLS, KNOWLEDGE AND ABILITY REQUIREMENTS:

  • Strong business acumen with the ability to translate organizational goals into people strategies.

  • Deep knowledge of employment law, HR compliance, and HR best practices.

  • Excellent coaching, influencing, and interpersonal communication skills across all levels.

  • Proficiency in HRIS platforms (e.g., Workday, SAP SuccessFactors, UKG) and HR analytics tools.

  • Skilled in process analysis, SOP documentation, and continuous improvement methodologies (e.g., Lean, Six Sigma a plus).

  • Ability to manage multiple priorities in a fast-paced environment with a high degree of autonomy.

  • SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.

  • Lean Six Sigma Green Belt or equivalent process improvement certification a plus.