Sr Human Resources Business Partner

Primary Role

The Sr. HRBP role will partner with business leaders to develop and execute HR strategies focused on talent, development organizational effectiveness, workforce planning, and employee engagement. Sr. HRBP is a trusted advisor and member of the leadership team for their assigned client area providing guidance and HR consultation to business leaders. Partners with various levels of leadership to identify and grow talent and technical capability for the business.

Key Accountabilities

• Design, support and execute people-related strategy. 
• Ensure appropriate execution for the design and execution of business restructures, and critical workforce planning initiatives, and identify critical succession planning needs.
• Lead, develop, and inspire a team of HR professionals (may include leading and managing other HR Business Partners) in a high growth, rapidly changing environment
• Mentor HRBP team members on employee development best practices to support business needs.
• Partner with various HR COEs and the business to provide data driven recommendations to improve performance, retention, workforce planning and the overall employee experience. 
• Partner closely with the business as it relates to strategic growth opportunities including M&A Due Diligence, M&A Integrations, and Onboarding. 
• Understand specific business priorities and translate them into the highest impact work
• Use designated tools, process guidance, and systems to ensure consistent execution of tasks.  
• Provide consultation and support to the business for all HR areas of responsibility.  
• Partner closely with ELR COE to ensure consistent delivery of service and provide input and guidance including risk analyses. 
• Provide talent acquisition consulting in partnership with talent acquisition partner. 
• Perform outreach in support of community, diversity, and inclusion initiatives.
• Facilitates and delivers training on a variety of HR topics.
• Provide group and one-on-one coaching with business leaders.
• Participate in labor relations strategy and the resolution of LR issues.
• Join project teams in support of the broader HR team and business initiatives.
• Identify trends, risks, and opportunities within the organization and develop solutions in partnership with division and matrix leadership, COE and regional/division HR business leadership
  
• Use information systems to prepare and communicate metrics and quantitative data on HR and employee related activities.
  
• Defined specialized area as identified. Will represent HR in a specific area of expertise as point of contact & identified projects

Knowledge/Skills

• Flexible skill set, including the ability to think strategically, execute tactically, and collaborate across many teams, levels, and situations.
• Solutions focused and be comfortable working in an environment which demands strong deliverables along with the ability to identify problems and drive appropriate solutions
• Operates with autonomy and discretion as well as the ability to successfully monitor the "pulse" of the employees to ensure a high level of employee engagement
• Broad understanding and ability to apply concepts of key HR areas to include Talent Development, Succession, Workforce Planning, Change Management, Talent Acquisition, Learning, and Total Rewards 
• Extensive knowledge of all Human Resources areas including employment law, labor laws, EEO, ERISA, and other compliance mandates and ensure compliance with various state and federal laws and/or agencies throughout diverse regions; guiding business managers to proactively identify and navigate risks.    
• State and Federal law support (ADA, FLSA, W&H, DOT, OSHA, PUC Licensing, etc)
• Strong knowledge of the Service Contract Act (SCA) will be a plus.
• Demonstrated coaching and strategic consultation to business leaders.
• Ability to collaborate across a matrixed organization.
• Ability to navigate technology platforms.
• Whatever it takes approach, sense of urgency, maturity and professionalism.
• Must be able to deal with strict confidentiality.
• Strategic thinking skills, including influence, strong teamwork and ability to work independently with minimal supervision.
• Ability to communicate effectively verbally and in writing.

Experience/Education

• Bachelor’s Degree in HR, Business, Management or related field
• Master’s Degree a plus
• PHR, SPHR, SHRM-CP or other designation a plus
• Minimum 12 years of relevant experience, which should include: Proven ability to lead cross-functional projects to completion including organizing, planning, scheduling and following up on all project related items
• Proven experience with recruitment and hiring processes, workforce management practices and talent development 
• Led a departmental organization re-design
• Successful track record of designing and implementing people's programs while balancing business objectives. 
• Demonstrated progression and increased scope in a matrixed, high-growth organization.
• Participated in Talent Acquisition process
• Participated in multiple compensation review cycles
• Led investigations, administered discipline and performance management
• Experience in a union environment

Work Environment

Indoor office environment – required to be in a work location with leaders and employees a minimum of 3 days per week (example: attending tailgate talks, various leadership and employee meetings and local events

Travel Requirements

Ability to travel up to 20%

Competencies