HR Business Partner Senior Advisor

Job Summary:

The HR Business Partner Senior Advisor serves as a strategic consultant and trusted advisor to business leaders, aligning human capital strategies with organizational goals.  This role partners closely with assigned business units to drive performance, talent development, and succession strategies. The HRBP leverages data-driven insights to inform decision-making, optimize organizational design, and enhance leadership effectiveness. The role is involved in providing coaching and counsel to business leaders, convening HR networks of expertise (NOE’s) for specialized interventions, building organization and leader capability, and identifying and facilitating performance, learning, and development solutions. This role plays a critical part in shaping a high-performance culture and building future-ready leadership capabilities.
 

Job Responsibilities:

• Serves as a strategic HR advisor to the business unit, building a deep understanding of the business, providing insights and coaching to leaders to drive desired business outcomes through effective people strategies.
• Translates business strategies into HR and organizational priorities that align with the company’s vision and business objectives.
• Leads the talent review and succession planning process by partnering with senior management in identifying development and building robust leadership pipelines.
• Leads the design and evolution of organizational structures, processes, and cultures for the assigned business units, to support business transformation, scalability and strategic growth.
• Partners with HR networks of expertise to deliver integrated solutions, programs and policies that enhance workforce effectiveness, support business objectives, and foster a positive employee experience. Acts as a liaison between business units and HR NOE’s to ensure alignment and consistency in HR service delivery.
• Partners with Talent Management to translate business needs into talent strategies, including acquisition, development, and retention.
• Identifies, develops and implements change management strategies to support organizational agility and performance. Collaborates with leaders to attract, retain, and develop best in class talent and foster a culture of collaboration, innovation, and excellence.
• Collaborates closely with the Employee Relations team to proactively address complex workplace issues, ensure compliance with policies and regulations, and coach leaders on effective HR practices that promote a high-performing culture.
• Monitors, analyzes and interprets workforce data to identify trends (e.g. attrition, mobility or compensation) and inform strategic decisions.  Communicates insights and recommendations to senior leadership and HR stakeholders to drive organizational effectiveness.  
• Designs and implements strategic workforce plans, advising on build/buy/borrow talent decisions aligned with organizational strategy, business goals and budgets.   
• May have accountability for direct management of up to two employees, which includes navigation of employee related issues that impact morale and work environment to ensure a high performing team including hiring and selection, succession planning, performance and compensation management, and employee development and career coaching as required. Manages priorities and workload distribution and removes barriers that impede progress.  

Job Qualifications:

• 10+ years of experience in Human Resources Management, preferably in HR Business Partnership, Organizational Development or Leadership Development.
• Bachelor’s degree in Business, Human Resources, Organizational Development or other related discipline, and/or commensurate experience.

Licenses and Certifications: 

• Professional Human Resources certification such as PHR, SPHR, SHRM-SCP or GPHR preferred.

Behavioral Competencies:

• Collaborates
• Communicates Effectively
• Customer Focus
• Decision Quality
• Nimble Learning
• Manages Complexity

• Business Insight

   

Technical Skills:

• Strategic HR Consulting
• Talent Strategy 
• Workforce Planning
• Talent Management
• Organizational Design
• Relationship Management
• Employment & Labor Laws
• Change Management
• HR Programs & Policies
• Business Strategy Alignment
• Process Improvement 
• People Analytics & Data Interpretation

This job description describes the general nature and level of work performed in this role. It is not intended to be an exhaustive list of all duties, skills, responsibilities, knowledge, etc. These may be subject to change and additional functions may be assigned as needed by management.