Sr. Human Resources Business Partner

Job Description The Senior Human Resources Business Partner (Sr HRBP) serves as a strategic business partner to various business unit groups, exercising independent judgment to provide expert advice on HR-related matters, including employee relations, talent management, workforce planning, and compliance with labor laws and company policies. The Sr HRBP works closely with HR and business unit leadership as a trusted advisor and thought partner to shape and drive strategic HR direction that optimizes people, structure, and culture, with the goal of achieving business results and fostering a positive work environment. Acts as the primary HR contact and strategic advisor for assigned business units in the areas of recruitment, employee relations, benefits, compensation, performance management, and talent development, exercising sound independent judgment on complex and ambiguous matters. Operates independently with senior leadership, exercising judgment on approach without requiring direction on how to engage at the executive level. 35%) HR Consulting

• Maintain a deep, forward-looking understanding of the organization's current needs and future direction, proactively advising business decisions to account for people-implications (e.g., and minimize company risk.
• Actively influence leadership discussions by providing proactive insight, challenging assumptions when appropriate, and recommending people strategies aligned business objectives.
• Independently gather and analyze data (e.g., employee turnover, employee satisfaction survey, exit interview feedback, etc.) Leverage deep HR expertise and organizational knowledge to independently advise on complex, ambiguous people-related challenges, delivering business-aligned solutions.
• Represent client group interests within the HR function on program initiatives and activities, balancing advocacy for business needs with support of broader HR strategy and objectives, often shaping that strategy directly.
• Independently diagnose complex or ambiguous organizational challenges using data and business insights, exercising judgement to recommend and implementing solutions that improve performance, retention, and engagement without requiring direction on approach.
• (25%) Workforce Planning
• Identify division needs and opportunities, to lead management in creating and implementing development and succession plans for their departments, driving alignment with broader talent strategy.
• Lead complex workforce structure changes, including job description development, risk assessment, change management, and communications, exercising sound judgment and thoughtful execution.
• Serve as a strategic partner to business leadership and Talent Acquisition throughout the recruitment and onboarding process, proactively identifying and addressing staffing needs.
• Serve as the primary HR advisor on base pay recommendations for assigned client groups, including complex, sensitive, or high-impact situations. Independently assess business, organizational, and talent considerations to develop and advocate for compensation recommendations, influencing leaders through sound judgment while ensuring alignment with established compensation programs, guidelines, and practices.
• Lead on organizational design and organizational capability building, partnering with leaders to shape team structures and develop capabilities needed to support business goals.
• 20%) Performance Management & Employee Relations
• Partner with leadership to consult on and help shape year-round performance management activities based on established company programs (i.e., goal setting, performance management process, etc.).
• Lead divisional management in the areas of performance management, including coaching, training and development, and appropriate disciplinary actions in accordance with company policy, exercising independent judgment and keeping HR management informed on higher-risk or precedent-setting matters.
• Serve as a trusted advisor to employees and managers across the organization on complex or sensitive employee relations issues, coaching, and conflict resolution.
• Independently lead and conduct thorough and objective internal investigations related to complex or high-risk employee relations issues, ensuring findings are well-documented and resolutions align with company policy, legal requirements, and best practices to maintain a fair and respectful workplace.
• Leads employee separation activities, exercising independent judgment in alignment with business, Legal, and HR management.
• Serve as a trusted advisor and coach to senior leaders on leadership effectiveness, organizational dynamics, team performance, and complex people-related decisions, .exercising independent judgment on how best to advise and challenge executive-level thinking.
• (20%) HR Administration
• Exercise sound judgment to interpret HR policy in ambiguous or complex situational contexts, offering guidance in support of both compliance and the workforce.
• Support the implementation of HR programs, policies, and change initiatives, providing meaningful insight to inform their design and ensuring effective adoption among the employee population.
• Partner with HR functional teams to deliver integrated, scalable enterprise solutions, and help shape enterprise HR programs and policies.
• Take an active leadership role in cross-functional HR projects and initiatives as assigned.
• Serve as a subject matter expert (SME) to the broader HR team as needed, providing guidance, best practices, and consultative support on complex determined by organizational needs and/or assignment.
• Manage current and accurate headcount reporting and org charts for assigned client groups.
• Responsible for all HR activities (e.g., Ensure timely, accurate administration of HR tasks, maintaining data integrity and compliance with company policies and processes.
• Mentor and coach less experienced HRBPs, sharing best practices and providing consultative guidance to strengthen the broader HR team.

Comply with all policies and standards Management reserves the right to add, modify, change or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees can perform the essential functions of the job Work Experience

• 8+ years progressive experience in human resources roles required
• 5+ years experience in an HR Business Partner or related role directly supporting senior leadership with demonstrated ability to operate independently required
• 2+ years experience providing strategic HR recommendations and innovative solutions for business and operational challenges for complex business and operational challenges with minimal oversight required
• Direct work experience supporting CA based operations with strong comprehension of CA employment law

Bachelor Degree in Arts/Sciences (BA/BS) Human Resources Management Preferred SHRM Certified Professional (SHRM-CP) - Society for Human Resource Management (SHRM) Preferred Upon Hire SHRM Senior Certified Professional (SHRM-SCP) - Society for Human Resource Management (SHRM) Preferred Upon Hire Professional in Human Resources (PHR) - HR Certification Institute (HRCI) Preferred Upon Hire Senior Professional in Human Resources (SPHR) - HR Certification Institute (HRCI) Preferred Upon Hire Deep, cross-functional knowledge across HR functional areas, including compensation, benefits, workforce planning, talent development, and performance management. (Working knowledge of employment law and regulations with demonstrated ability to interpret and apply employment law to complex, ambiguous, or high-risk situations. (Advanced knowledge of HR principles and practices with demonstrated ability to apply that knowledge to exercise sound, independent judgment on complex and ambiguous matters. (Ability to drive human resources strategies and programs from concept to execution. (Consultative and relationship-building skills, with a ability to establish credibility and authority as a trusted advisor to leaders across the organization. (Strong business acumen, with the ability to translate business strategy into workforce priorities that drive organizational effectiveness and business performance. (Must be an organized, result-oriented individual with the ability to prioritize and manage multiple complex initiatives simultaneously. (Must be proficient in Microsoft Office (Word, Excel, and Power Point). (Must be proficient with applicant tracking systems and HRIS. Experience with Workday is preferred. (Travel Requirements ~20% Driving Domestic: LI-Remote We support Remote work in the following states: 108,900.00 - $166,125.00 Salary to be determined by education, experience, knowledge, skills and abilities of the applicant, internal equity, and alignment with market data.