The Senior Human Resources Business Partner (Senior HRBP) is both a strategic and hands-on role that provides full cycle HR support to assigned lines of business. The role is critical in executing HR initiatives, providing great internal customer support, and driving HR functional excellence and process improvements within assigned lines of business. The Senior HRBP serves as a coach and mentor for the HRBP II, HRBP I positions in addition to being the lead consultant to other functional areas of HR. They possess a deep understanding of human resources principles and practices, with a proven track record of supporting senior executives in aligning workforce strategies with business objectives. This role requires expertise in organizational development, talent management, succession planning, diversity and inclusion, change management, and employee relations.

What you will do here:
High Performance Culture:
Drive a culture of high performance and continuous improvement.
Develop and implement initiatives to recognize and reward performance excellence.
Executive/Leadership/Talent Coaching:
Provide one-on-one coaching to organizational leaders and senior executives to enhance leadership effectiveness, communication skills, and strategic thinking.
Facilitate development plans tailored to individual strengths and organizational goals.
Mentor and coach HRBP I/IIs
Organizational Reorganization:
Consult on reorganizations and restructuring efforts to ensure alignment with business strategy and minimize disruption.
Provide guidance on change management strategies to support successful transitions.
Champion diversity and inclusion initiatives within the organization.
Strategic Workforce Planning:
Collaborate with senior leadership to develop and implement strategic workforce plans aligned with business objectives.
Analyze current and future workforce needs, skills gaps, and emerging market trends to inform decision-making.
Partner with senior leadership to develop and execute succession plans for key leadership positions.
Identify high-potential talent and develop strategies for building organizational bench strength.
Talent Analytics and Compensation Analysis:
Analyze talent data and provide insights to drive informed decision-making.
Identify potential market impacts on talent acquisition and retention strategies.
Support compensation analysis to ensure competitiveness and equity.
Employee Relations:
Consult on employee relations issues, providing guidance and support to managers and employees.
Facilitate conflict resolution and mediation processes as needed.
Lead high level internal investigations.
What you will need:
Bachelors Degree in Business, Management, Human Resources Management, Organizational Psychology or related field Required
Masters Degree preferred.
7 years of HR experience with in-depth knowledge of organizational development, talent management, performance management, succession planning, diversity and inclusion, change management, and employee relations. Required
Strong emotional intelligence, well developed interpersonal skills to establish early and lasting trust, credibility, and rapport throughout the organization. Excellent influencing skills Required
Strong analytical skills with the ability to translate data into actionable insights. Required
Demonstrated expertise in change management, diversity and inclusion, and talent management. Required
Excellent decision making and risk mitigation skills Required
Proven experience in HR consulting, executive coaching, and strategic workforce planning. Required
Ability to thrive in a fast-paced, dynamic environment and manage multiple priorities effectively. Required
SHRMSCP Society of Human Resource Management Senior Certified Professional Preferred
SPHR Senior Professional in Human Resources Preferred
We are proud to be an EEO/AA employer M/F/D/V. We maintain a drug-free workplace and perform pre-employment substance abuse testing.
For additional information about our organization, careers, and benefits visit: http://www.desertfinancial.com/careers.