Senior Human Resources Business Partner

Purpose:

The Senior Human Resources Business Partner (HRBP) serves as a strategic partner to corporate leaders, aligning HR initiatives with organizational goals. This role provides expertise in workforce planning, talent management, organizational design, and employee engagement while ensuring compliance with employment laws and company policies. The Senior HRBP will also manage a Talent Acquisition Specialist responsible for full-cycle recruiting across the entire company, ensuring alignment between hiring strategies and workforce planning. Acting as a trusted advisor, the Senior HRBP influences leadership decisions that drive high performance and a positive employee experience.

Duties and Responsibilities:

Strategic HR Partnership & Workforce Planning

· Partner with corporate leaders to understand business objectives and align HR strategies accordingly.

· Advise leaders on organizational design, workforce optimization, and succession planning.

· Serve as a trusted advisor and coach to leaders on talent management, team effectiveness, and leadership development.

· Use workforce analytics (turnover, retention, and headcount trends) to make data-driven recommendations.

· Act as a change agent, leading and supporting organizational change initiatives.

Talent Management & Employee Development

· Lead corporate-level talent management initiatives, including performance management, high-potential identification, and leadership development.

· Partner with Learning & Development to design and implement professional development programs for corporate teams.

· Support leaders in creating clear career paths and retention strategies for critical roles.

Talent Acquisition Oversight

· Manage and coach the Talent Acquisition Specialist, providing direction and support on recruiting priorities and strategies.

· Ensure proactive, full-cycle recruitment for corporate and field roles, balancing speed and quality of hire.

· Collaborate with business leaders to forecast hiring needs and develop strategic workforce plans.

· Oversee employer branding and candidate experience to position the company as an employer of choice.

Employee Relations & Compliance

· Provide guidance and support to leaders on complex employee relations matters, ensuring fair and consistent practices.

· Investigate and resolve sensitive employee relations issues, maintaining confidentiality and professionalism.

· Ensure compliance with federal, state, and local employment laws as well as company policies.

· Partner with legal and HR leadership as needed on risk mitigation strategies.

HR Operations & Collaboration

· Work closely with Payroll, Benefits, and L&D to deliver seamless HR services.

· Provide feedback to HR leadership on process improvements and policy updates to better support the business.

· Mentor junior HR team members, modeling strategic HR partnership and best practices.

· Stay current on HR trends, best practices, and legal changes impacting the business.

Qualifications and Requirements

Education: Bachelor’s degree in Human Resources, Business Administration, or related field strongly preferred; Master’s degree or HR certification (PHR/SPHR, SHRM-CP/SCP) preferred.

Experience: Minimum 7–10 years of progressive HR experience, including at least 3 years in an HRBP or senior advisory capacity; previous experience managing recruiting or talent acquisition functions preferred.

Expertise:

· Strong knowledge of employment law, employee relations, and HR best practices.

· Proven experience influencing and coaching senior leaders.

· Skilled in organizational development, workforce planning, and talent management strategies.

Skills:

· Excellent leadership and team management skills.

· Strong communication, facilitation, and conflict-resolution abilities.

· Analytical and data-driven decision-making skills.

· Ability to navigate ambiguity and drive change in a fast-paced environment.