Senior HR Business Partner & Talent / Employee Relations Leader

Pavlov Media Inc•Champaign, IL

14d•$110,000 - $145,000•Hybrid

About The Position

The Senior HR Business Partner, Talent & Employee Relations Leader serves as a strategic and tactical advisor to business leaders, driving talent acquisition, workforce planning, strategic performance management, talent calibration, employee relations, and compensation governance. In this autonomous, high-impact role, you will shape how the organization attracts top talent, identifies high-potential workforce pools, resolves complex workplace challenges, and maintains an engaging, compliant work environment. Operating with significant independence, you will design talent acquisition strategies, lead performance calibration processes, build high-potential identification frameworks, manage contingent labor, lead sensitive workplace investigations, refine employee handbooks and policies, and guide executives through compensation decisions. If you are an experienced HR strategist who thrives at the intersection of business goals, talent architecture, and employee advocacy, this role offers an exceptional opportunity to influence organizational culture and long-term growth.

Requirements

10+ years of progressive Human Resources experience, with at least 5+ years acting in an autonomous HR Business Partner, Employee Relations Lead, or Talent Management Leader capacity.
Demonstrated expertise designing enterprise performance management strategies, facilitating multi-departmental talent calibrations, and identifying high-potential talent pools.
Proven track record of independently conducting high-risk workplace investigations and recommending appropriate disciplinary or remedial actions.
Strong background in end-to-end talent acquisition, contingent labor management, and compensation administration
High degree of autonomy: strong executive presence, critical thinking, and confidence to facilitate executive-level talent calibration discussions and advise senior leaders without day-to-day oversight.
Deep knowledge of employment law and regulatory compliance (FLSA, Title VII, ADA, FMLA, and Illinois specific labor regulations such as BIPA, One Day Rest in Seven Act, and Equal Pay Act).
Proficiency in Applicant Tracking Systems (ATS), HRIS platforms, talent assessment tools (e.g., 9-Box grid models), and compensation benchmarking methodologies.
Exceptional facilitation, negotiation, conflict resolution, and strategic decision-making skills.

Nice To Haves

Bachelor’s degree in Human Resources, Business Administration, Industrial/Organizational Psychology, or related field (Master’s preferred).
SHRM-SCP or SPHR certification preferred.

Responsibilities

Own end-to-end talent acquisition strategies—from employer branding and pipeline development to executive sourcing and selection—to answer the core question: Who do we hire and how do we win top talent?
Design and execute frameworks to identify, assess, and track high-potential (HiPo) talent pools across the organization to drive succession planning and key role readiness.
Design and refine scalable onboarding programs and collateral that drive early engagement and time-to-productivity.
Manage contingent labor relationships, vendor management systems (VMS), and staffing agencies to balance workforce flexibility and cost efficiency.
Architect, implement, and continuously evolve the enterprise-wide Performance Management Strategy, ensuring alignment between individual goals and overall business objectives, administer performance management programs, goal-setting frameworks, and continuous feedback mechanisms to drive high-performance teams.
Design, facilitate, and lead company-wide performance calibration sessions across business units to ensure objective, equitable, and consistent performance ratings across all teams.
Establish clear 9-box or similar performance-versus-potential assessment methodologies to systematically evaluate workforce capabilities.
Coach leaders on continuous feedback, goal setting, dynamic performance reviews, and managing underperformance effectively.
Coach managers and executive leaders through difficult workplace dynamics, performance improvement plans (PIPs), and talent retention strategies.
Partner with department heads to address talent gaps, succession planning, and team restructuring.
Act as the primary advisor and neutral investigator for complex workplace issues, grievances, allegations of harassment/discrimination, and policy violations.
Conduct thorough, fair, and legally sound internal investigations, producing comprehensive documentation and actionable recommendations.
Oversee employee handbook revisions, HR policies, and compliance procedures to keep the organization aligned with federal, state (Illinois), and local labor standards.
Administer market-competitive compensation programs, salary bands, and merit review cycles to guide leadership in making sound, equitable pay decisions.
Conduct compensation benchmarking, job evaluations, and internal pay equity audits to ensure competitive alignment in the local and industry talent market.
Partner with finance and leadership to structure promotional increases, retention incentives, and off-cycle pay adjustments.