Senior HR Business Partner

PBI-Gordon Companies, Inc.•Shawnee, KS

About The Position

The Senior Human Resources Business Partner (Sr. HRBP) serves as a trusted strategic advisor to Business Unit Leadership Teams and Corporate Leadership Teams, aligning people strategies, organizational capabilities, and talent priorities with business objectives. The role anticipates business needs, influences organizational decisions, and develops proactive solutions that support business performance and long-term success. Operating with a high degree of independence, the Sr. HRBP navigates complex challenges, leads organizational change, strengthens leadership effectiveness, and reinforces PBI-Gordon Companies’ values and employee ownership culture. The position reports to the Director HR Business Partner Team. This role partners with senior leaders on organizational effectiveness, workforce planning, talent management, employee relations, and change initiatives. It also provides direct leadership, coaching, and development to assigned HR team members and serves as a resource and mentor to other HR colleagues. The position requires travel up to 15–20% of the time and is based in a collaborative, employee-owned environment that values accountability, partnership, and continuous improvement.

Requirements

Bachelor’s degree in Human Resources, Industrial Relations, Business, or a related field from an accredited college or university.
10–12+ years of progressive human resources experience, including substantial strategic HR business partnership experience and success advising senior leaders, leading complex people initiatives, and navigating organizational change.
Demonstrated experience directly leading and developing HR professionals, including performance management, coaching, talent development, and building high-performing teams.
Advanced business acumen and ability to connect people strategies with operational and financial performance.
Strategic thinking, sound judgment, critical problem-solving, and comfort navigating ambiguity and complexity.
Executive presence, influencing skills, and ability to constructively challenge and coach senior leaders.
Advanced knowledge of HR principles, employment regulations, talent management, organizational effectiveness, and change management.
Strong employee relations, conflict resolution, consultation, and risk assessment capabilities.
Ability to independently lead complex initiatives and collaborate effectively across teams and functions.
Strong analytical, written, verbal, and interpersonal communication skills.
Proficiency in Microsoft Office and HRIS platforms.
Ability to travel up to 15–20% of the time.

Nice To Haves

Advanced degree or HR certification (SHRM-SCP or SPHR).
Experience across multiple functions, locations, or business units.

Responsibilities

Serve as a strategic advisor and thought partner to Business Unit and Corporate Leadership Teams, aligning people priorities with business objectives and informing decisions with sound judgment and data-driven insights.
Develop an understanding of business operations, financial drivers, organizational challenges, and growth opportunities to anticipate workforce needs.
Partner with senior leaders to assess organizational effectiveness, structure, workforce capabilities, and opportunities to improve business performance.
Translate business priorities into actionable people strategies with clear objectives, accountability, and measures of success.
Lead strategic workforce planning, talent assessments, succession planning, critical role identification, and organizational capability development.
Coach senior leaders on leadership effectiveness, talent decisions, team performance, accountability, and organizational development.
Partner with Talent Acquisition and other HR team members on talent attraction, development, engagement, and retention strategies.
Advise on complex, sensitive, and high-risk employee relations matters, including performance management, conflict resolution, investigations, and employment decisions, while minimizing organizational risk.
Apply knowledge of employment laws, regulations, and company policies, partnering with Legal and other stakeholders as appropriate.
Lead significant organizational change, including restructurings, leadership transitions, and business transformation, and develop communication and adoption strategies.
Lead complex HR programs and cross-functional initiatives with HR Business Partners, HR Managers, Employee Experience, Talent Acquisition, and other HR functions.
Mentor other HR team members, sharing expertise and strengthening HR capability.
Provide direct leadership, coaching, and development to assigned HR team members, set expectations, drive accountability, and foster a high-performing collaborative team.
Use workforce metrics and trends to inform recommendations, assess effectiveness, and drive continuous improvement.
Champion the company’s values of Integrity, Innovation, Partnership, and Pride, and promote employee ownership, accountability, and shared success.
Follow company safety policies and procedures, participate in required safety training, and promptly report unsafe conditions, near misses, and incidents.

Benefits

Company-funded Employee Stock Ownership Plan (ESOP) contribution of approximately 18% of pay, with a six-year vesting schedule.
401(k) retirement savings plan with a company match of 100% up to 3% deferral and a three-year vesting schedule.
Performance-based bonus opportunity.
Medical insurance and prescription drug plan options.
Dental insurance.
Vision insurance.
Company-paid life insurance with Accidental Death & Dismemberment (AD&D), with options to purchase additional coverage.
Company-paid short-term and long-term disability plans.
Flexible Spending Account (FSA).
Pet insurance options.
Paid holidays and paid time off.
Company-paid parental leave.
Fitness reimbursement up to $300 annually.
Tuition reimbursement for eligible coursework after one full year of employment.
Employee Assistance Program with up to six free counseling sessions for employees and their families.
Scholarship fund for children or grandchildren of employee-owners.