The Senior HR Business Partner (HRBP) serves as a key strategic partner to business leaders, driving HR initiatives that enhance workforce performance, talent development, and organizational effectiveness. This role provides expertise in change management, employee relations, and leadership coaching while ensuring alignment between HR strategies and business goals. The Senior HRBP partners with HR Centers of Excellence (COEs) to implement best practices in DE&I, talent management, compensation, and workforce planning.

Responsibilities

• Partner with business leaders to design and implement HR strategies that align with organizational goals, driving workforce engagement and retention
• Act as a senior advisor to leadership on complex HR matters, including talent development, workforce planning, and organizational change
• Lead high‑impact employee relations cases, including investigations, performance management, and compliance oversight
• Collaborate with talent acquisition and HR leadership to optimize workforce planning and ensure the hiring of top talent
• Analyze HR data and trends, providing business leaders with data‑driven insights to inform decision‑making and strategy
• Support and execute change management initiatives, including restructuring, workforce transitions, and leadership development programs
• Design and deliver HR training programs to upskill managers and enhance people leadership capabilities
• Act as a mentor to junior HR professionals, providing guidance and expertise in HR best practices

Qualifications

• Education Requirements: Bachelor’s degree
• Experience Requirements: 6–8 years experience in relevant field (HR business partnering, leadership coaching, talent management, and HR strategy experience preferred)
• Travel requirement: Some travel expected

Supervisor Responsibility

Direct Reports: This position does not have supervisory responsibilities for direct reports

Indirect Reports: Does not have direct reports, but may delegate work of others and provide guidance, direction and mentoring to indirect reports

Required Knowledge and Skills

• Deep expertise in HR strategy, talent management, and employee relations
• Ability to influence and drive change across a complex, matrixed organization
• Strong business acumen and analytical skills for data‑driven decision‑making
• Experience with HRIS systems and HR analytics tools
• Proven ability to develop and deliver HR training and leadership coaching
• Knowledge of employment laws and best practices in HR compliance

Environmental & Physical Requirements

Office / Sedentary Requirements: Incumbent must be able to perform the essential functions of the job. Work is performed primarily in an office environment. Typically, requires the ability to sit for extended periods of time (66%+ each day), ability to hear telephone, ability to enter data on a computer and may require the ability to lift up to 10lbs.

Job Will Remain Open Until Filled

Responsibilities

• Partner with business leaders to design and implement HR strategies that align with organizational goals, driving workforce engagement and retention
• Act as a senior advisor to leadership on complex HR matters, including talent development, workforce planning, and organizational change
• Lead high‑impact employee relations cases, including investigations, performance management, and compliance oversight
• Collaborate with talent acquisition and HR leadership to optimize workforce planning and ensure the hiring of top talent
• Analyze HR data and trends, providing business leaders with data‑driven insights to inform decision‑making and strategy
• Support and execute change management initiatives, including restructuring, workforce transitions, and leadership development programs
• Design and deliver HR training programs to upskill managers and enhance people leadership capabilities
• Act as a mentor to junior HR professionals, providing guidance and expertise in HR best practices

Qualifications

• Education Requirements: Bachelor’s degree
• Experience Requirements: 6–8 years experience in relevant field (HR business partnering, leadership coaching, talent management, and HR strategy experience preferred)
• Travel requirement: Some travel expected

Supervisor Responsibility

Direct Reports: This position does not have supervisory responsibilities for direct reports

Indirect Reports: Does not have direct reports, but may delegate work of others and provide guidance, direction and mentoring to indirect reports

Required Knowledge and Skills

• Deep expertise in HR strategy, talent management, and employee relations
• Ability to influence and drive change across a complex, matrixed organization
• Strong business acumen and analytical skills for data‑driven decision‑making
• Experience with HRIS systems and HR analytics tools
• Proven ability to develop and deliver HR training and leadership coaching
• Knowledge of employment laws and best practices in HR compliance

Environmental & Physical Requirements

Office / Sedentary Requirements: Incumbent must be able to perform the essential functions of the job. Work is performed primarily in an office environment. Typically, requires the ability to sit for extended periods of time (66%+ each day), ability to hear telephone, ability to enter data on a computer and may require the ability to lift up to 10lbs.

Additional Information Regarding Job Duties

Job duties include additional responsibilities as assigned by one’s supervisor or other manager related to the position/department. This job description is meant to describe the general nature and level of work being performed; it is not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required for the position. The Company reserves the right at any time with or without notice to alter or change job responsibilities, reassign or transfer job positions, or assign additional job responsibilities, subject to applicable law. The Company shall provide reasonable accommodations of known disabilities to enable a qualified applicant or employee to apply for employment, perform the essential functions of the job, or enjoy the benefits and privileges of employment as required by law.