Senior HR Business Partner

The Senior HR Business Partner (HRBP) serves as a strategic advisor and thought partner to leaders across their assigned business vertical, providing high-caliber support that strengthens managerial capability, enhances employee experience, and drives business outcomes. This role combines deep expertise in employment law, people programs, and HR operations with strong coaching, communication, and analytical skills.

The Senior HRBP builds trusted relationships with managers by offering timely, solution-oriented guidance; helping leaders navigate complex personnel matters; and empowering them to make data-informed decisions on engagement, performance, succession planning, and team health. Operating with significant autonomy, the HRBP delivers high-quality employee relations support, launches and conducts investigations, drafts critical documentation, and identifies HR-related risks with sound judgment and discretion.

This role acts as a connector between business needs and HR strategy—leveraging multiple data sources to identify learning and development opportunities, enhance people processes, and implement best practices. The Senior HRBP brings advanced proficiency across HR tools and systems, including Lattice, ADP, Google Workspace, JIRA, ATS platforms, and internal knowledge management tools. They create and present clear, concise materials for leaders, craft companywide communications, and serve as a reliable steward of policies, compensation philosophy, and organizational practices.

A highly collaborative partner, the Senior HRBP influences alignment across teams, holds managers accountable for People Team priorities, and helps operationalize initiatives that improve organizational effectiveness. They take initiative in a fast-paced, evolving environment and are energized by contributing to meaningful work that advances the education landscape. Above all, they model the behaviors, rigor, and excellence expected across the company and continuously seek opportunities to elevate managers, processes, and culture.

• →Consistently support your assigned vertical by providing managers with a high level of customer service, including:
• →Providing timely responses to requests
• →Meeting regularly to offer coaching and guidance
• →Assisting managers in navigating complex personnel matters
• →Assist managers in making data-informed decisions related to team engagement and succession planning.
• →Identify areas of opportunity to strengthen manager capability and proactively increase manager skillsets.
• →Use multiple sources of data to identify, recommend, plan, and execute learning and development programs focused on manager development.
• →Recommend and implement HR process improvements across the organization.
• →Identify HR-related risks and clearly communicate them to appropriate leaders.
• →Develop deep familiarity with the tools, trainings, policies, and seasonality of the verticals you support.
• →Align team members around goals and initiatives by leading the creation and maintenance of team documentation and delegating responsibilities as appropriate.
• →Hold managers accountable for People Team priorities and processes.
• →Deliver strong business outcomes by leveraging the HR function effectively and serving as a role model across the organization.

• 7–10+ years of progressive HR experience, including demonstrated experience supporting senior leadership.
• Hands-on experience across employee relations, organizational design, and talent planning.
• HR certification (PHR, SHRM-CP, or SHRM-SCP preferred).
• BA/BS in Human Resources or a related field (preferred).
• Advanced understanding of federal and state employment laws and deep familiarity with policies within the employee handbook.
• Deep familiarity and understanding of a wide range of People programs, with the ability to identify and recommend best practices.
• Proven ability to write company-wide communications with minimal oversight.
• Demonstrated ability to draft employee relations documentation with minimal oversight and launch and run investigations independently.
• Ability to clarify complex topics and present information in a succinct, digestible manner.
• Understanding of and ability to evangelize GoGuardian’s compensation philosophy, including how ranges should be applied for internal job changes and how to make prudent recommendations informed by market and team data.
• Advanced proficiency with HR tools, including:
• Lattice: Advanced understanding of features; ability to demo for managers, encourage best practices, and recommend improvements.
• ADP: Understanding of system layout; ability to find information, run standard and custom reports, and navigate HR dashboards.
• GG Connect: Familiarity with structure and HR content; ability to guide others and understanding of underlying file organization.
• Google Workspace: Advanced use of Docs, Sheets, Slides, Drive, and Calendar; capability to create and present corporate-level materials and decks.
• Box: Knowledge of where personnel documents belong and why.
• JIRA: Accurate management of Employee Service Center tickets, appropriate delegation, and completion within two weeks.
• Applicant Tracking System: Understanding of core ATS functions, internal job change framework, and ability to clearly articulate processes to managers.
• Initiative-taking mindset in a fast-paced, ever-changing environment.
• Motivation driven by the opportunity to impact the education landscape.
• Something else? Tell us! We want to learn more.