Sr. HR Business Partner

Senior Human Resource Business Partner

The Senior Human Resources Business Partner (Sr. HRBP) is a highly experienced HR professional who influences the organizational strategy and implements HR initiatives that will advance broader organizational goals. Works closely with Leadership and HR Centers of Excellence to provide HR partnership to support workforce planning, staffing, organizational development, compensation, and talent management.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

Following is a summary of the essential functions for this job. Other duties may be performed, both major and minor, which are not mentioned below. Specific activities may change from time to time.

• Develops and maintains strong partnerships with the corporate or insurance entity leaders, acting as a trusted advisor and business partner in organizational design and development, workforce planning, growth and succession planning, employee engagement and retention, employee relations, and performance management.

• Consults with management and employees on employee relations issues, ensuring awareness of and compliance with employment laws: guide performance management, corrective actions, and terminations. Investigate employee relations concerns ensuring equity, fairness and consistency.

• Provide guidance and recommendations for problem resolution.

• Works closely with business leaders, the Director, HRBP and HR Centers of Excellence to implement HR initiatives, policies and programs and to ensure strategic HR goals and objectives are met.

• Lead and implement organizational change and talent related business action plans through enterprise human capital projects & initiatives (e.g., performance management, annual talent and rewards, succession, DEI, rewards and recognition, teammate engagement).

• Partner with business leaders to execute reductions in force including business case, new org design, selection criteria, employee communications, etc.

• Provide focus on legal and regulatory compliance issues, helping managers to understand the regulatory risks involved in non-compliance. This includes such issues as civil rights, wage and hour regulations, safety, confidentiality, Family and Medical Leave Act (FMLA), Equal Employment Opportunity Commission (EEOC), Americans with Disabilities Act as Amended (ADAAA), Harassment, Whistleblower, etc.

• Partner with leadership on the employee value proposition and employee experience programs to drive employee retention and positive employee sentiment, including employee recognition, total rewards, professional development, and succession planning.

• Provide input into the work activities of the Human Resources Business Partner team, in partnership with the leadership team.

• Partner with Legal and Employee Relations on investigations, issues resolution and policy implementation.

• Assess Human Capital implications of business strategy, evaluate alternatives, and recommend best practices and solutions to align business strategies with talent strategies and achieve business results.

• Interpret results of analyses provided by Analytics on talent management processes (attrition, movement, engagement survey, compensation patterns), talent needs and risks.

• Identify trends/themes and provide recommendations to the business.

• Translate data into insights and recommendations.

• Lead and support implementation of HR initiatives.

QUALIFICATIONS:

Required Qualifications: The requirements listed below are representative of the knowledge, skill and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

EDUCATION AND EXPERIENCE

• Bachelor's degree (Preferred)
• 8+ years of experience (Preferred)

CERTIFICATIONS, LICENSES, REGISTRATIONS

• SHRM-CP/SHRM-SCP (Preferred)
• PHR/SPHR (Preferred)

FUNCTIONAL SKILLS

• Business acumen
• Project management
• Relationship builder
• Prioritize and juggle multiple competing priorities
• Maintain confidentiality
• Thorough understanding of US and State Human Resource legislation
• Workday