Provide early and consistent input into large scale HR and/or organizational initiatives, identifying issues before they impact the organization and advising on appropriate course of action.
With strong understanding of organizational contexts, work with key stakeholders to offer innovative and integrated HR solutions to processes that translate strategy into tactics.
Partner with senior leaders to define and design strategic initiatives.
Align HR strategies and practices with organizational strategies.
Champion the organizational culture of DEIB (Diversity, Equity, Inclusion and Belonging), and promote our vision to achieve a people-first culture.
Communicate policies and procedures to employees.
Anticipate and prevent future problems, taking initiative within the role.
Anticipate leadership gaps and build action plans to address.
Understand business level metrics, use data to forecast current and future needs.
Work with leaders to translate early-stage concepts into actionable plans.
Collaborate with the Learning & Talent/Organizational Development team to curate resources and opportunities that develop common competencies and skills.
Lead talent review process in customer areas, support development and succession planning.
Onboard leaders, including running New Leader Accelerations with teams.
Help leaders understand and action plan around Employee Engagement Survey.

Bachelor’s degree in business, HR or related field (plus 6 years progressively responsible HR experience preferred), OR 15+ years of progressively responsible HR generalist work experience.
Experience executing HR programs in a heavily unionized environment with demonstrated knowledge of labor laws and contract administration
Demonstrated experience and a passion for strong collaboration with others.
Ability to add value and improve overall effectiveness of the organization and teams.
Strong relationship building skills.
Effective conflict resolution skills and the ability to navigate complex situations.
Comfortable in ambiguity and can pull relevant components out of complex situations to connect the dots and make sound decisions.
Expert-level knowledge of federal, state, and local employment laws.
Demonstrated ability to develop and maintain an equitable and inclusive workplace through interactions, decisions, and recommendations.
Effective, clear, and culturally aware communication verbally and in writing; ability to draft concise and factually accurate reports and documents.
Knowledge of how HR data informs equitable decision-making.

Senior HR Business Partner

Key skills