Senior HR Business Partner

Job Duties and Responsibilities

Primary (what they do 90% of the time)

• Strategic HR Leadership

  : Serve as a strategic partner to executive leadership, aligning HR strategies with overall business objectives and providing expert counsel on organizational design, workforce planning, and talent management strategies to support long-term growth.

• Executive-Level Advisory:

  Provide trusted advice and counsel to senior leaders on a wide range of people-related issues, including leadership effectiveness, organizational change, complex employee relations matters, and high-level talent decisions, influencing key business decisions.

• Talent Management & Development:

  Lead and oversee comprehensive talent management strategies, including executive coaching, leadership development programs, high-potential identification, succession planning for critical roles, and workforce planning initiatives to build a robust leadership pipeline.

• Change Management Leadership:

  Lead and champion large-scale change initiatives, providing strategic direction, developing comprehensive communication plans, and ensuring successful implementation and adoption across the organization.

• Performance Management & Development:

  Oversee and provide managers and employees with tools and training to handle performance management, ensuring alignment with business objectives, fostering a culture of continuous feedback, address underperformance or misconduct through structured processes, such as coaching, disciplinary actions, or development plans.

• Employee Engagement & Culture:

  Develop and drive innovative employee engagement strategies that foster a positive, inclusive, and high-performing work environment. Collaborate with leaders to design and implement initiatives that improve engagement and reduce turnover.

• Data-Driven Decision-Making:

  Leverage HR data and analytics to identify trends, insights, and opportunities for improvement. Develop and implement metrics-driven solutions, programs, and policies that support business objectives and enhance organizational effectiveness.

• Compensation and Benefits Strategy:

  Provide input on executive compensation and benefits strategies, ensuring alignment with market practices and internal equity.

• Compliance and Risk Management:

  Ensure HR policies and practices comply with all applicable labor laws and regulations. Proactively identify and mitigate HR-related risks.

• Industry Best Practices:

  Remain current on industry trends, emerging technologies, and best practices in HR, proactively identifying and implementing innovative solutions to enhance organizational effectiveness and maintain a competitive edge.

• Employee Relations:

  Be a strategic advisor to leaders and managers, offering guidance on resolving complex employee issues to handle workplace conflicts, grievances, and disputes effectively to maintain a collaborative environment.

Unique Knowledge & Skill Requirement:

• Strategic HR Expertise:

  Develops and implements HR strategies aligned with business goals.

• Executive Presence:

  Confidently influences C-suite, provides strategic counsel, builds strong relationships.

• Business Acumen:

  Strong business, financial understanding; translates needs into HR strategies.

• Change Leadership:

  Leads and manages large-scale organizational change initiatives successfully.

• Problem-Solving:

  Strong analytical skills, identifies root causes, develops data-driven solutions.

• Communication:

  Excellent communicator; conveys complex information to diverse audiences clearly.

• Integrity:

  Handles confidential information with discretion and the utmost integrity.

• Large-Scale HR Operations

  : Proven experience managing HR in organizations of 1500-2000 employees

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