Senior Human Resources Business Partner

As a Senior Human Resources Business Partner, you will provide strategic guidance, manage complex employee relations matters, and help ensure compliance with employment laws and internal policies. Key responsibilities include:

• Act as a dedicated HR business partner to senior and executive-level leaders, providing consultative guidance on workforce and organizational matters.

• Lead employee relations support across operational teams, including organizational development, performance management, change management, succession planning, coaching, counseling, and employee separations.

• Meet regularly with operational leaders to assess HR needs, recommend solutions, and address emerging workforce challenges.

• Investigate reported incidents and employee concerns, develop recommendations, and determine appropriate conclusions and next steps.

• Oversee ethics reporting for assigned operational groups, including investigations, recommendations, and case resolution.

• Collaborate with legal counsel and relevant stakeholders on sensitive employment matters, external inquiries, employment contracts, and employment action reviews.

• Manage background check decisions and ensure timely completion of pre-employment reviews.

• Support acquisition integration by leading offer letter processes before acquisitions and helping transition acquired leadership teams to established HR practices after closing.

• Monitor, analyze, and present employee relations data and HR trends to inform organizational improvements and decision-making.

• Review employment offers for accuracy and consistency, helping maintain pay equity across the organization.

• Provide guidance to HR colleagues on leave administration, disability accommodations, and the interactive process where appropriate.

• Manage escalated workers’ compensation matters, including return-to-work programs, claims analysis, research, and coordination with employees, claims adjusters, leave administrators, internal representatives, and external counsel.

• Audit HR files, review employment agreements, and partner with management and legal counsel before advising on employment actions.

• Provide benefits administration support related to separations, retirements, and leaves of absence.

• Respond to inquiries from the outsourced unemployment administrator and participate in hearings as needed.

• Partner with leaders on involuntary separations, including risk assessments, approval processes, and execution of employment actions.

• Identify HR training needs and collaborate with internal HR teams and professional development specialists to develop and deliver appropriate training.