Senior HR Business Partner

The Senior HR Business Partner (HRBP) is a strategic advisor to leaders and employees in the Business Unit. This role designs and delivers scalable people solutions that drive growth, productivity, and a high performance, inclusive culture. The HRBP leads talent management, workforce planning, employee relations, change management, compliance, and HR analytics for their area of business directly tying people initiatives to business outcomes.

Compensation & Benefits

Estimated Starting Salary Range for Senior HR Business Partner: Pay commensurate with experience.

Full time benefits include Medical, Dental, Vision, 401K, and other possible benefits as provided. Benefits are subject to change with or without notice.

HR Business Partner Responsibilities Include

Strategic Alignment and Partnership

• Serve as the primary strategic HR advisor to senior leaders, influencing BU strategy and operating plans through people insights.
• Translate BU priorities into multi quarter people roadmaps with clear outcomes, milestones, and measures of success.
• Design and lead scalable solutions across talent, org effectiveness, leadership capability, and culture transformation.
• Maintain deep business acumen through regular site engagement and partnership with operational leaders; anticipate workforce risks and needs.
• Lead cross functional HR programs and enterprise initiatives; set direction, remove barriers, and ensure sustained adoption.
  
  

Talent, Performance, and Engagement

• Own the BU talent strategy end to end, including leadership capability, succession depth, internal mobility, and critical role planning.
• Elevate performance management quality by coaching leaders on expectations, feedback, calibration, and effective interventions.
• Lead talent reviews and succession planning; ensure actionable development plans and measurable follow-through.
• Drive engagement strategy, including root cause analysis, leader action planning, and accountability for improvements.
• Identify systemic development needs and partner with Learning and Development to build leadership and manager effectiveness programs.
  
  

Organizational Design and Workforce Planning

• Lead complex org design, restructures, and workforce planning; evaluate spans and layers, capability gaps, and operating model effectiveness.
• Develop short- and long-term workforce plans that align to growth strategy, budget, and capability needs; partner with Finance and TA to execute.
• Facilitate executive and leadership offsites to align priorities, clarify decision rights, and improve ways of working.
• Drive initiatives that strengthen retention, productivity, and culture, using evidence-based interventions and change leadership.
  
  

Data Driven Insights and Reporting

• Own the BU people analytics narrative: define KPIs, interpret trends, and translate data into decisions and measurable actions.
• Deliver recurring executive level reporting on key people outcomes (turnover, performance, engagement, mobility, DEI indicators where applicable) and recommend interventions.
• Ensure data integrity and governance within the BU; partner with HRIS/People Analytics to improve reporting automation and insights.
  
  

Employee Relations, Compliance, and Change

• Lead complex and high-risk employee relations matters in partnership with Employee Relations and Legal; ensure timely, consistent, and defensible outcomes.
• Coach senior leaders to proactively prevent employee relations issues and strengthen manager effectiveness in feedback, documentation, and decision making.
• Maintain strong expertise in employment law and policy interpretation; ensure consistent application and reduce compliance risk.
• Lead enterprise and BU change initiatives (people, process, technology) using structured change management methods; build leader readiness and adoption plans.
• Promote a positive, inclusive, high performing work environment; identify culture risks early and intervene with leaders.
  
  

HR Collaboration and Scale

• Partner with Talent Acquisition, HR Operations, Total Rewards, HR Technology, and Learning and Development to shape and scale programs; influence COE roadmaps based on BU needs.
• Mentor and develop HRBP team members (formal or informal); provide guidance on complex cases and strategic planning.
• Partner with other BU HRBPs to ensure enterprise alignment and share best practices.
  
  

HR Business Partner Experience, Education, Skills, Abilities Requested

• Bachelor's degree in human resources, Business, or related field; Master's or HR certification (SHRM-CP/SHRM-SCP, PHR/SPHR) preferred.
• 8-10 years of progressive HR experience with demonstrated HRBP partnership at the manager/director leader level.
• Deep expertise in talent management, organizational design, workforce planning, employee relations, and change leadership in complex environments.
• Advanced analytical capability; strong proficiency with HRIS, reporting, and data visualization; able to build an executive narrative from data.
• Proven ability to influence senior leaders, navigate ambiguity, and drive results through scalable solutions and cross functional partnership.
• Experience supporting multi-site, fast growth, or matrixed environments preferred.
• Must pass pre-employment qualifications of Cherokee Federal
  
  

Company Information

Cherokee Nation Businesses Corp - CFED (CNB) is a part of Cherokee Federal – the division of tribally owned federal contracting companies owned by Cherokee Nation Businesses. As a trusted partner for more than 60 federal clients, Cherokee Federal LLCs are focused on building a brighter future, solving complex challenges, and serving the government’s mission with compassion and heart. To learn more about CNB, visit cherokee-federal.com.

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Cherokee Federal is a military friendly employer. Veterans and active military transitioning to civilian status are encouraged to apply.

5 keywords

• Talent management and succession planning
• Workforce planning and organizational design
• Employee relations and compliance (employment law)
• HR analytics and KPI reporting (HRIS, data visualization)
• Change management and leader coaching
  
  

5 similar job titles

• Senior HR Business Partner
• People Business Partner
• HR Partner, Business Unit
• Human Resources Manager (Strategic HR/HRBP)
• Employee Relations and Talent Business Partner
  
  

Legal Disclaimer: All qualified applicants will receive consideration for employment without regard to protected veteran status, disability or any other status protected under applicable federal, state or local law.

Many of our job openings require access to government buildings or military installations.