Log In
Sign Up
Senior HR Business Partner – 100% Remote
Pay Range: $130k to $160k DOE
Schedule: Monday – Friday; 8:30 am to 5:00 pm
Location: Remote / California (Occasional Leadership Offsite meetings)
The Senior HR Business Partner provides a broad range of strategic HR services to leaders within the business area(s) they support. Works in partnership with management/executives to address operational, talent, and talent lifecycle-related issues, including change management, organizational development, culture, employee relations, workforce planning, talent growth, development, and coaching. Proactively translates business strategies into HR solutions that best enable the organization to meet strategic objectives. Possesses a deep understanding of the business model, diagnoses organizational needs, connects and deploys team capabilities, and consults with client groups on operational strategies to improve business performance through people.
Job Responsibilities
- Provides subject mater expert guidance to clients in managing labor (if applicable) and employee relations, including but not limited to the following: performance management, investigations, corrective action, grievances, and contract negotiations.
- Actively engages with clients to develop a deep understanding of business operations and strategy to anticipate and recommend effective HR strategy and practice aligned with the business. Gathers metrics and uses data analytics to understand and identify business issues and drive recommendations. Partners with leadership, talent management, and shared services team to develop and deliver effective recruitment and retention strategies to ensure the availability of a competent workforce.
- In collaboration with Compensation and Recruiting, assists clients in talent forecasting and management, organization re-design/restructuring, development of position descriptions, position classification, and salary recommendations. May participate in candidate screening and selection process for key positions.
- Acts as change catalyst and leader. Identifies organizational issues that limit effectiveness and collaborates with management and/or HR to develop and deliver practical solutions. Seeks out opportunities to support the organization toward continuing to evolve to a high-performance
culture. Partners with leadership to effectively move the organization through significant change such as growth, restructuring, and process improvement.
- Identifies and facilitates development opportunities in the organization, including management training, one-on-one coaching, and development of employee engagement strategies, orientation, and onboarding. Coaches and develops leaders and managers to deliver people-management capabilities.
- Collaborate with other HR functional areas (Compensation/Benefits, Talent Acquisition, HR Operations, Workers Compensation) and or partner departments (Legal, Risk, Quality, Compliance, etc.) to facilitate the implementation of major corporate initiatives. Other projects or duties as assigned.
Minimum Education:
- Bachelor’s Degree, or equivalent education and experience required. Master’s Degree preferred.
Minimum Experience:
- Five (5) to seven (7) years of Human Resources experience resolving complex employee relations issues, or any similar combination of education and experience preferred.
- Extensive working knowledge of multiple human resource disciplines principles and practices including compensation and benefits, employee relations, talent acquisition, performance management, employee/management training and development, workers compensation and safety, and policy & procedure development preferred. Demonstrated knowledge of federal, state and local governmental regulatory compliance and employment/labor laws preferred.
Bachelors’ degree
Report
