Senior HR Business Partner

JobgetherHuman resources

Remote work arrangement within the United States., Eastern Time Zone preferred.Full-TimeSenior

SalaryAnnual base salary ranging from $120,000 to $140,000; eligibility for an annual bonus of up to 10% of base salary.

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Job Details

Have a bachelor's degree in Business Administration, Human Resources, or a related field; equivalent professional experience may also be considered.
Bring at least 8 years of progressively responsible HR experience.
Have experience in organizational effectiveness, change management, and talent management.
Demonstrate success in HR business partnering.
Have knowledge of federal and state employment laws and the ability to interpret and apply relevant regulations.
Demonstrate business acumen and the ability to translate business strategies into practical HR and talent solutions.
Bring coaching, influencing, facilitation, and conflict-resolution skills.
Have strategic leadership and stakeholder-management capabilities, including the ability to establish credibility with executive leaders.
Be proficient in Microsoft Word, Excel, PowerPoint, and Teams.
Exercise sound judgment, discretion, and confidentiality when handling sensitive matters.
Be available to travel as needed.
A master's degree or MBA is preferred.
Experience supporting geographically dispersed, multi-location organizations and previous people-management experience are preferred.

Build relationships with business leaders and employees across assigned client groups and understand their strategies, priorities, challenges, and workforce needs.
Partner with business stakeholders and HR colleagues to design and implement people solutions aligned with organizational objectives.
Analyze workforce data, HR metrics, and market trends to inform business and talent decisions.
Advise leaders on talent strategy, workforce planning, organizational effectiveness, and future capability requirements.
Coach managers on employee relations, conflict resolution, policy interpretation, performance management, and leadership practices.
Guide sensitive employee matters while ensuring compliance with employment laws, minimizing organizational risk, and maintaining confidentiality.
Lead organizational design initiatives, change management strategies, and related communication plans.
Support employee engagement initiatives, performance cycles, compensation planning, and engagement surveys.
Partner with Talent Acquisition to strengthen selection and assessment practices and support hiring decisions.
Contribute to integrated talent solutions and strategic HR programs.

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