Senior Human Resources Business Partner

Why Join? INPRS’ believes that people are the foundation of our success. It takes people with different backgrounds, ideas, and strengths to be successful. Balance in life is important. We strive to have a flexible and supportive environment while not sacrificing service to our members. We pride ourselves by modeling a collaborative, diverse and inclusive environment for our employees. Our mission. “As fiduciaries, educate stakeholders, collect necessary contributions, and prudently manage member assets to deliver promised defined benefit and defined contribution benefits and services”. Purpose: The Senior Human Resource Business Partner (Sr. HRBP) is a senior individual contributor who serves as a trusted HR advisor to leaders, managers, and employees across the organization. Reporting directly to the Chief Human Resources Officer, the Sr. HRBP translates business priorities into practical people solutions and provides expert guidance on employee relations, employee engagement, performance management, organizational effectiveness, and HR policy for a workforce of approximately 250 employees at a single location. This role works in close, day-to-day collaboration with the HR team, partnering with Compensation, Benefits, Payroll, Learning & Development, and HR Operations to deliver integrated, consistent service to the business. The ideal candidate is highly independent, exercises sound judgment, thinks critically about complex and ambiguous situations, and communicates with clarity and credibility at every level, from front-line staff to executive leadership. The position has no direct reports. KEY RESPONSIBILITIES Business Partnership & Consultation Serve as a trusted HR advisor and thought partner to department leaders and managers, building credible relationships across all levels of the organization. Understand each department's operations, priorities, and challenges; anticipate people-related needs and proactively recommend solutions before issues escalated. Partner with leaders to translate business objectives into people strategies that support performance, retention, engagement, and a healthy workplace culture. Coach managers and supervisors on leadership effectiveness, difficult conversations, feedback, and team dynamics. Advise the CHRO and senior leaders on sensitive people matters, organizational risks, and the people impact of business decisions, presenting balanced options and clear recommendations. Track external workforce and HR trends and recommend improvements to the organization's people practices. HR Team Collaboration & Integrated Service Delivery Work as an integrated member of the HR team, collaborating daily with colleagues to deliver consistent, high-quality service to employees and leaders. Compensation — partner on job evaluations, pay recommendations, promotions, and market and pay-equity reviews; ensure job descriptions are accurate and current. HR Operations — partner on employee lifecycle transactions, onboarding and new-hire orientation, offboarding, HR records, and process improvement. Share employee relations, engagement, and workforce insights across the HR team so that programs, policies, and practices remain aligned and consistent. Employee Engagement- collaborate on programs that strengthen culture, recognition, communication, and employee experience across the organization. Employee Relations & Investigations Independently manage and resolve complex employee relations matters, including performance, conduct, conflict, and workplace concerns, applying policy consistently and fairly. Identify employee relations trends and root causes, and recommend preventive actions, training, or policy changes. Partner with the CHRO and legal counsel on high-risk matters, and support responses to general and unemployment claims as needed. HR Analytics, HCM/HRIS & Reporting Use the organization's Human Capital Management (HCM) / HRIS platform to retrieve, validate, and analyze workforce data; build and maintain reports and dashboards for leaders. Analyze trends in turnover, retention, engagement, performance, absence, and employee relations to identify risks and opportunities. Turn data into concise, data-driven recommendations and present insights in a way that influences leadership decisions. Contribute to HCM/HRIS process improvement, requirements, testing, and user adoption as system enhancements are implemented. Performance, Talent & Organizational Effectiveness Support the annual performance management cycle, including goal setting, mid-year and year-end reviews, calibration, and manager coaching. Partner with Talent Acquisition and Workforce Manager on talent reviews, succession planning, and development planning for critical roles and high-potential employees. Assist on organizational design, role structure, and reorganizations in partnership with Compensation. Support change management for new programs, process changes, and system implementations, including stakeholder analysis and communication planning. Policy, Compliance & Risk Recommend, develop, and interpret HR policies and procedures; provide clear guidance to leaders and employees on their application. Maintain current knowledge of federal and Indiana employment laws and regulations (e.g., Title VII, ADA, ADEA, FMLA, FLSA) and ensure HR practices remain compliant. Identify compliance and employee relations risks, elevate appropriately, and recommend mitigation strategies. Maintain strict confidentiality and appropriate documentation in all matters. Projects & Cross-Functional Initiatives Lead or participate in HR and cross-functional projects, committees, and councils that develop and implement programs and policies supporting organizational objectives. Plan and execute short- to mid-range projects independently, managing timelines, stakeholders, and deliverables. Perform other related duties as assigned. REQUIRED QUALIFICATIONS Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or a related field; equivalent combination of education and experience may be considered. Minimum of 5 years of progressive, exempt-level Human Resources experience, including at least 3 years in an HR business partner, HR generalist, or employee relations role. Demonstrated experience independently managing complex employee relations cases and conducting workplace investigations. 3+ years of hands-on experience operating in an enterprise HCM / HRIS system such as ADP, Oracle PeopleSoft, SAP SuccessFactors, Workday, or comparable platforms, including running reports and processing employee transactions. Strong working knowledge of federal and state employment laws and HR best practices. Advanced proficiency in Microsoft Excel (pivot tables, lookups, data analysis), Word, PowerPoint, and Outlook. Proven ability to collaborate closely within an HR team and to lead projects and influence leaders without formal authority. SHRM-CP, SHRM-SCP, PHR or SPHR certification is preferred not required KNOWLEDGE, SKILLS & ABILITIES Critical thinking & judgment — Diagnoses problems quickly, weighs facts and risks objectively, and drives practical solutions in situations where limited standardization exists. Communication — Writes and speaks with clarity, tact, and confidence; tailors messages to executives, managers, and employees; delivers difficult messages with professionalism and empathy. Political & organizational savvy — Reads organizational dynamics, understands stakeholder interests, and navigates sensitive situations while protecting trust and the organization's interests. Collaboration — Works as a true team player within HR, shares information openly, and coordinates across HR specialties to deliver one consistent experience. Analytical capability — Gathers and interprets workforce data, identifies patterns, and builds data-driven recommendations to improve performance, retention, and employee experience. Independence — Works autonomously with minimal supervision, manages a varied workload, and knows when and how to escalation. Influence & consulting — Builds credibility with senior leaders, challenges constructively, and gains buy-in for recommendations without direct authority. Integrity & discretion — Handles highly confidential information with sound judgment and consistently models ethical behavior. Adaptability — Maintains high professionalism and effectiveness in a changing environment with competing priorities. Competitive compensation Flexible Work Arrangement Health savings account with employer contribution Prescription coverage Employer funded retirement plan (pension plan) Deferred compensation plan (employer and/or employee contribution plan) Flexible spending account Work/life balance (37.5 hours weekly) 12 paid holidays; 14 during election year Paid leave (personal, sick, vacation) Group life insurance Employer-paid downtown parking This position is not eligible for H-1B or any other kind of temporary or permanent sponsorship for work authorization by the Indiana Public Retirement System. Therefore, if you will require sponsorship from us for work authorization now or in the future, we cannot consider your application at this time. #J-18808-Ljbffr Indiana Public Retirement System