The Senior Human Resource Business Partner is a key strategic role responsible for providing advanced HR guidance and support to business leaders and their teams. This role will partner closely with leadership to align HR strategies with organizational goals, focusing on talent management, employee relations, performance management, organizational development, and change management.
Requirements
- Collaborate with senior leaders to understand business objectives and develop HR strategies that support business growth.
- Act as a trusted advisor and thought partner to leadership on HR-related matters.
- Manage complex employee relations issues, conducting investigations, and ensuring fair, consistent, and compliant resolution.
- Take a leadership role in running practice onboarding meetings.
- Partner with leaders to address performance challenges and develop improvement plans as needed.
- Lead organizational development initiatives that support scalability, enhance productivity, and improve team dynamics.
- Serve as account management for practices as it relates to The Smilist services.
- Identify process improvement possibilities and participate in improvement efforts, sharing best practices and ideas across practices.
- Foster teamwork and a positive work environment through frequent collaboration with other departments.
- Support and facilitate employee engagement initiatives to foster a positive and inclusive work environment.
- Partner with leaders to assess talent needs, identify skills gaps, and develop succession and workforce planning strategies.
- Collaborate on performance management processes, including goal setting, performance reviews, and coaching.
- Identify and promote training and development opportunities to enhance employee skills and growth.
- Ensure that hiring practices are fair, consistent, and support a diverse workforce.
- Collaborate with leaders on initiatives to enhance organizational effectiveness, culture, and productivity.
- Interpret and apply HR policies and procedures, ensuring compliance with local and federal laws and regulations.
- Act as a resource for managers and employees to ensure a clear understanding of company policies and best practices.
- Stay updated on industry trends, employment law changes, and HR best practices to keep the organization compliant.
- Use HR metrics and analytics to provide insights into key workforce trends, employee engagement, turnover, and performance.
- Regularly report on HR metrics and provide recommendations based on data insights.
- Support leadership decision-making by providing data and analysis on key HR areas.
