HR Business Partner

Carson Group•Omaha, NE

27d•Onsite

About The Position

Serve as a strategic Human Resources Business Partner supporting advisor offices by aligning people strategies with business objectives, organizational performance, employee engagement, and talent development. Partner with business leaders to provide guidance on workforce planning, organizational design, performance management, employee relations, and change management while supporting consistent, compliant, and scalable HR practices. Act as a trusted advisor and coach to leaders, helping to strengthen culture, improve leadership effectiveness, and drive a high-performing, client-focused environment.

Requirements

Bachelor’s degree in human resources, business administration, finance, related field, or equivalent experience required.
Minimum of five years of progressive HR experience required.
Experience supporting employee relations, talent management, leadership development, performance management, and organizational design required.
Experience using HR technology, performance management systems, and data analytics to support HR strategy and decision-making required.
Strong business acumen and ability to translate business needs into effective HR strategies and solutions required.
Strong communication, interpersonal, coaching, and influencing skills with the ability to build relationships at all levels of the organization required.
Strong problem-solving, judgment, and decision-making skills with the ability to manage complex and sensitive employee matters required.
Ability to manage multiple priorities and deadlines in a fast-paced, client-focused environment required.
Demonstrated ability to support employee engagement, retention, culture-building, and organizational change required.

Nice To Haves

SHRM-SCP, SPHR, or related professional HR certification preferred.
Experience supporting HR practices within a regulated industry preferred.

Responsibilities

Serve as a primary HR partner to business leaders, aligning People strategy with business goals to enhance organizational effectiveness and performance.
Advise leaders on organizational design, talent development, workforce planning, performance management, and leadership effectiveness to support business results.
Act as a trusted coach and advisor, providing guidance on employee engagement, leadership development, conflict resolution, and team effectiveness.
Partner with internal stakeholders to support talent acquisition strategies that attract and retain high-quality talent.
Support leadership development, talent reviews, and succession planning efforts to help build a strong pipeline of future leaders.
Promote learning and development opportunities that strengthen business acumen, client service, professional growth, and overall team capability.
Consult with leaders on talent assessment, internal mobility, and career development strategies.
Champion initiatives that foster a positive, inclusive, and high-performance culture aligned to company values and business priorities.
Partner with leaders to support employee engagement efforts, interpret feedback, and identify opportunities to strengthen retention, team effectiveness, and organizational culture.
Help ensure employees understand business goals, expectations, and organizational priorities in a dynamic, client-focused environment.
Partner with internal HR, compliance, and business partners to support consistent and compliant HR practices, including compensation, benefits, employment practices, and HR policies.
Address complex employee relations matters, conduct investigations, and support resolution in alignment with company policies and legal requirements.
Provide strategic consultation during acquisitions and office transitions while partnering with the HR Integration & Onboarding team responsible for onboarding execution and employee transition activities.
Support consistent execution of performance management processes and ensure alignment with organizational goals and values.
Lead the people strategy associated with organizational change initiatives, including leadership alignment, organizational effectiveness, employee engagement, and change adoption.
Partner with the HR Integration & Onboarding team on acquisition-related onboarding and transition activities.
Advise leaders on change management strategies that support clear communication, stakeholder alignment, and employee adoption.
Identify opportunities to improve organizational effectiveness and partner with leaders to implement solutions that support agility, consistency, and business performance.
Develop, monitor, and report on HR metrics and key performance indicators to evaluate the effectiveness of HR initiatives and support data-driven decision-making.
Provide insights and recommendations related to talent management, employee retention, engagement, workforce planning, and organizational health.
Use data and business context to identify trends, risks, and opportunities for improvement.
Perform additional tasks, duties, and responsibilities as needed or assigned by leadership to support departmental and organizational objectives.