Senior HR Business Partner

MAI WEALTH MANAGEMENT, INC.•Independence, OH

About The Position

Under the leadership of the HR Manager, the Sr. HR Business Partner partners with leaders to deliver MAI’s people initiatives, provide strong internal client support, and drive HR functional excellence and continuous improvement across key HR disciplines, including program management, onboarding, policy interpretation, organizational development, change management, and HR best practices. The Sr. HR Business Partner brings business insight and HR expertise to both strategic and hands‑on work, helping to foster an innovative, engaging culture and positive work environment that empowers employees to do their best work in service of our clients and the families we support.

Requirements

Bachelor’s degree; Human Resource Management degree a plus.
6+ years of progressive HR experience, including time as an HR Business Partner or in a consultative HR role.
Broad knowledge of multiple human resource practices, including compensation, organizational development, diversity, performance management, employee relations and employment law.
Experience leveraging HRIS platforms and people analytics to inform decision-making and continuous improvement.
Maintains absolute confidentiality of employee information and safeguards client and company data; maintains high ethical standard in all practices.
Build trust-based relationships and collaborate effectively across functions; viewed as a credible advisor with strong client focus.
Operates from a perspective of caring about the clients and families that we serve and assists employees to deliver their best.
Prefers a fast-paced and dynamic team-based environment; agile and comfortable keeping up as plans change and evolve.
Strong organizational skills with a demonstrated ability to organize, prioritize, balance and manage multiple priorities accurately, efficiently, and timely – always drives for results and follows through.
Communications pro; speaks and writes in a clear, concise, and professional manner.
High level of professionalism with sound judgement and problem-solving skills; flexible and adapts to changing priorities.
Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
Ability to acquire a thorough understanding of the firm’s hierarchy, jobs, qualifications, compensation practices, and administrative practices related to those factors.
Excellent project management and time management skills with a proven ability to meet deadlines.
Strong analytical and problem-solving skills.

Nice To Haves

Experience in an RIA/Investment Management Firm or other type of Financial Services firm a plus.
Professional HR certification preferred (SHRM-CP, SHRM-SCP, PHR, or SPHR).

Responsibilities

Owns and delivers end‑to-end HR programs and services including workforce planning, performance management, retention, employee engagement, organizational development, and change management.
Partners with leaders to proactively address employee relations matters, mitigate risk, and ensure compliance while balancing business needs and employee experience.
Leads complex HR initiatives from concept through design and execution, ensuring consistent, firm‑wide implementation of HR programs, policies, and processes.
Partners with HR leadership to support the people aspects of mergers and acquisitions, including employee transition, integration planning, and change management
Serves as a trusted advisor to leaders and acquired employees throughout the transition, addressing workforce concerns, communication needs, and retention risks
Partners with leaders as a strategic advisor and coach, strengthening leadership capability, decision‑making, and performance to drive business outcomes.
Applies a consultative, design‑thinking approach to diagnose root causes, develop practical talent solutions, and influence sustainable change.
Coordinates firm‑wide initiatives such as restructures, reorganizations, and mergers and acquisitions by advising leaders, aligning stakeholders, and supporting execution through completion.
Develops strong partnerships with managers and key stakeholders; serves as a trusted thought partner who connects people strategy to business priorities.
Partners with Training & Development to design and implement job‑specific onboarding experiences.
Analyzes workforce data, trends, and HR metrics to identify opportunities, make recommendations, and drive continuous improvement in the employee experience.
Contributes as an active member of the HR team through research, analytics, project support, and championing firm‑wide HR initiatives.