Reporting to the Vice President of Human Resources and Talent Acquisition, the Sr. HR Business Partner is an essential part of the Human Resources team providing strategic and front-line HR partnership in all things people, DEI, and culture to the businesses they support. This role is vital in working across the business to set people strategies and work with leaders and team members to ensure our mission and values are embedded in every stage of the employee life cycle. This position takes ownership of and drives forward-looking growth and development strategies, champions DEI, acts as a trusted advisor, and generates data insights that directly impact the business. Collaborating with HR centers of excellence and employees at all levels across the company to foster an environment where people are excited to join and proud to stay while doing their part to move our business forward is at the core of what this person will do. Successful individuals in this role know how to drive high-impact results, motivate others, create followership, and maintain a high bar for talent while instilling an environment of trust, collaboration, and belonging. They do this work by contributing to strategy and thought leadership as well as rolling up their sleeves and doing the work to deliver over the finish line.

• Act as a trusted advisor and consultant in all things people for managers and employees to provide HR solutions that are aligned with business strategy.
• Strong execution in a hands-on capacity in doing the work to implement strategies, programs, and processes.
• Lead and participate in HR and business area projects that advance our HR strategic plan and business objectives.
• Work with business area leadership to develop workforce strategies/plans that ensure the right people are in the right place at the right time.
• Serve as a champion for Diversity, Equity and Inclusion, partnering with business leaders and team members to implement and monitor the success of key DEI initiatives to foster an environment of belonging.
• Counsel and coach managers and team members on complex employee relations issues and serve as a resource to facilitate conflict resolution.
• Coach and train leadership in maximizing the performance of their teams in a way that aligns with our mission, culture, and values.
• Takes ownership for engaging with and collaborating with other HR areas through influence without direct authority leveraging the expertise and experiences of Talent Acquisition, Training and Development, Compensation, Benefits, and other areas of HR.
• 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, FLMA, WC, etc.). Work with assigned areas to ensure they are informed, updated as applicable, and operating in compliance with applicable laws.
• Lead and anticipate in HR and business area projects that advance our HR strategic plan and business objectives.
• In partnership with the VP, drive community partnerships for employment branding and talent acquisition purposes.

• Bachelor’s Degree in Business, HR, related field, or equivalent experience.
• 7 years of progressive HR experience including building, aligning, and implementing HR programs and processes to business strategy.
• Proven understanding of all HR disciplines including organizational development, talent planning, employee relations, talent acquisition, learning & development, and compensation.
• Track record of working with management in the development of strategic initiatives, business plans, and resource planning strategies.
• Solid knowledge of federal, state, and local laws, statutes, etc. which govern employment policies and practices.
• Track record of establishing relationships in the community with for employment branding and talent mining purposes.

• Proficiency in Microsoft and Google Suites.
• Proficiency in HR systems including Learning Management Systems and Applicant Tracking tools.

Interpersonal Savvy - Relates well to all kinds of people, up, down, and sideways, inside and outside the organization; builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can diffuse even high-tension situations comfortably.

Managing Diversity - Manages all kinds and classes of people equitably; deals effectively with all races, nationalities, cultures, disabilities, ages and gender; hires variety and diversity without regard to class; supports equal and fair treatment and opportunity for all.

Problem Solving - Uses rigorous logic and methods to solve difficult problems with effective solutions; probes all fruitful sources for answers; can see hidden problems; is excellent at honest analysis; looks beyond the obvious and doesn't stop at the first answers.

Strategic Agility - Sees ahead clearly; can anticipate future consequences and trends accurately; has broad knowledge and perspective; is future oriented; can articulately paint credible pictures and visions of possibilities and likelihoods; can create competitive and breakthrough strategies and plans.

Action Orientated - Enjoys working hard; is action oriented and full of energy for the things that he/she sees as challenging; not fearful of acting with a minimum of planning; seizes more opportunities than others.

Organizational Agility - Knowledgeable about how organizations work; knows how to get things done both through formal channels and the informal network; understands the origin and reasoning behind key policies, practices, and procedures; understands the cultures of organizations.

Perseverance - Pursues everything with energy, drive, and a need to finish; seldom gives up before finishing, especially in the face of resistance or setbacks.

Priority Setting - Spends his/her time and the time of others on what's important; quickly zeros in on the critical few and puts the trivial many aside; can quickly sense what will help or hinder accomplishing a goal; eliminates roadblocks; creates focus.