Senior HR Business Partner

HGA•Annandale, MN

4d•$115,000 - $145,000•Hybrid

About The Position

Join HGA’s HR team and partner with business leaders to shape and execute people strategies driving organizational performance, employee engagement, and sustainable growth. The Senior HR Business Partner (SrHRBP) serves as a trusted strategic advisor to business leaders, aligning talent and workforce initiatives with organizational objectives. In this role, you will collaborate closely with leaders and employees to implement people strategies, strengthen organizational effectiveness, and cultivate a high-performing, inclusive culture. You will help translate business needs into impactful HR solutions, supporting employee development, leadership effectiveness, change management, and overall firm success within our design-driven environment. This position supports both our Milwaukee and Madison, Wisconsin offices and requires regular travel between locations. The role follows a hybrid work model, with a minimum of three days per week in the office.

Requirements

Bachelor’s degree in human resources, Business Administration, or related field.
15+ years of progressive HR experience, including employee relations, performance management, and talent development.
Experience supporting professional services or design-driven environments preferred.
Expert knowledge in California employment law
Strong business acumen and ability to align HR strategies with organizational objectives.
Excellent interpersonal and communication skills to influence and build relationships at all levels.
Ability to manage multiple priorities in a fast-paced, dynamic environment.
Analytical mindset with proficiency in leveraging HR data for decision-making.
Proficiency with HR systems and Microsoft Office Suite; experience with performance and learning platforms preferred.

Nice To Haves

HR certification (SHRM-CP, SHRM-SCP, PHR, SPHR) is a plus.

Responsibilities

Collaborate with business leaders to understand organizational priorities and translate them into actionable HR strategies.
Serve as a trusted advisor on workforce planning, organizational design, and talent development initiatives.
Support the implementation of job architecture, competency frameworks, and career pathways developed by the Director of Talent Management.
Provide guidance and coaching to managers on employee relations, performance management, and team development.
Partner with leadership to foster an inclusive, collaborative, and high-performing culture aligned with company values.
Identify engagement trends and recommend initiatives to improve retention and employee satisfaction.
Support the rollout and adoption of performance management processes that promote feedback and continuous improvement.
Assist in identifying high-potential employees and facilitate development plans in partnership with Learning & Development.
Monitor workforce metrics and provide insights to inform talent decisions.
Ensure compliance with federal, state, and local employment laws and regulations.
Partner with Talent Acquisition to support strategic hiring initiatives and workforce planning.
Collaborate with Compensation & Benefits to ensure pay practices align with job architecture and market competitiveness.