Sr. HR Business Partner

Senior HR Business Partner Position Summary

Essential Duties And Responsibilities

• Serves as a strategic, consultative partner to assigned business leaders, partnering side by side, and presenting proactive solutions that advance business outcomes.
• Supports enterprise culture and engagement initiatives by partnering with leaders to develop action plans, coaching, and engagement strategies connected to the member experience.
• Advises and coaches leaders on complex people-related challenges, helping them think strategically about their talent and organization.
• Partners in a consultative way on strategic talent and workforce planning—mapping current and future talent needs, succession, and capability gaps with the leaders they support.
• Coordinates with HR Centers of Excellence to ensure alignment with enterprise guidance.
• Uses people data strategically—analyzing turnover and its financial impact, engagement, leadership trends, and workforce patterns—to surface themes and provide decision-ready insight and recommendations to leaders.
• Builds tools that make talent insight actionable, such as engagement and performance heat maps that identify top performers, flight risk, and areas needing development.
• Leads compensation planning and other cyclical talent processes for assigned groups, ensuring alignment with enterprise guidance and market competitiveness.
• Leads talent management activities for assigned business groups, including performance, development, and retention strategies.
• Leads HR projects, programs, and change initiatives within their portfolio, driving adoption of new ways of working.
• Supports the Chief Human Resources Officer as the enterprise people leader, proactively surfacing themes, risks, and recommendations drawn from people data.
• Operates as a peer partner—proactively supporting teammates, engaging in conversations that move the business forward, and modeling strong collaboration across the HR team.
• Partners with the Employee Relations team regarding organizational employee relations matters.

Minimum Qualifications

• Education: Bachelor’s degree in Human Resources or a closely related field, or an equivalent combination of education, training, and experience.
• Preferred Certifications: PHR, SPHR, SHRM-CP, or similar HR certification.
• Experience: 5+ years of progressive Human Resources experience. Employee relations, policy/compliance, and financial services experience preferred.

Knowledge, Skills, And Abilities

• Knowledge of HR laws, regulations, principles, practices, and policies across employee relations, staffing, compensation, and benefits.
• Ability to provide strategic consulting to business leaders and influence executive decision-making.
• Skill in employee relations investigations and EEOC-compliant processes.
• Strong conflict resolution and negotiation skills.
• Ability to interpret policies, practices, and procedures.
• Excellent verbal and written communication skills across all organizational levels.
• Ability to manage multiple priorities and meet deadlines in a fast-paced environment.
• Strong analytical and problem-solving skills, with the ability to translate workforce data and analytics into insight, recommendations, and decision-ready storytelling.
• Business and financial acumen, including the ability to connect people data to business and financial outcomes.
• Demonstrated ability to work proactively and independently, leading initiatives end to end with minimal direction.
• Ability to manage sensitive and confidential information appropriately.
• Proficiency in Microsoft Office applications and HRIS systems.
• Experience using AI tools and resources.
• Strong project management and execution capabilities.
• Adaptability, flexibility, and strong team orientation.