Senior HR Business Partner - Digital, Data & Technology

Thrivent•Minneapolis, MN

8d•Remote

About The Position

The Sr HRBP (Human Resource Business Partner) serves as a key strategic partner to executives/senior leaders and provides outcome-based human capital consultation and translates business strategy into talent solutions. This role partners with the Director, HR in the development and execution of talent strategy for aligned client groups and is a champion for HR strategic and operating priorities. The Sr HRBP brings deep HR expertise with a strong emphasis on talent management programs and processes and will help drive the talent agenda for each assigned client group. Collaborating with the Director, HR and HR COEs, this role will help shape and deploy programs to build a talent pipeline, advance organizational capability, and empower high-performance. The Sr HRBP will have a specific focus on key talent initiatives, including talent acquisition, talent assessment and development, performance management, compensation planning, succession planning, leader development, organizational effectiveness, inclusive culture, change management, and overall employee engagement. The incumbent will serve as a trusted advisor, talent leader, and transformation partner. This role will have accountability for leading organizational design to include both small and large-scale business unit re-organizations. The ability to plan and align work and demonstrate strong execution skills are key to achieving successful outcomes. The Sr HRBP will be a key member of the HR Business Partner Team and may report to a Human Resources Director or Vice President.

Requirements

Bachelor’s degree in human resources, psychology, business administration, or related field.
Minimum 8 years of progressive HR experience and/or HRBP role combined with a background in employee relations, organization design/development, talent acquisition, total rewards, and/or performance management in mid-to large organization.
Strong business and HR acumen, ability to think strategically, plan and align work, and drive meaningful impact in pragmatic and sustainable ways.
Understands business processes, financial metrics, and organizational systems.
Demonstrated ability to use a systems perspective and work with leaders to diagnose gaps between current and desired organizational performance.
Prescribe and facilitate process improvements to include the right organizational design to meet the needs of the business.
Skilled at aligning strategy, structure, and talent.
Demonstrated ability to stay connected with the workforce, anticipating employee reaction and impact of business decisions.
Understanding of employment law and ability to effectively navigate difficult employee relations issues.
Knowledge of current laws and regulations such as OSHA, EEOC, FLSA and ADA required, with the ability to communicate the requirements effectively and lead compliance.
Knowledge of performance management to include defining success, establishing measurements, providing feedback, and rewarding performance.
Demonstrated ability to identify the HR implications of the business plan and develop and implement innovative systems, processes, and solutions to meet identified needs with an external lens.
Engagement champion who understands how employee engagement directly influences business results.
Proven history of executing initiatives with excellence; ability to lead cross-functional teams and drive work through to completion.
Exceptional communication, coaching and influencing skills.
Ability to build trusted relationships with senior business leaders.
Facilitation skills for group processing, and learning experiences (in-person, large group and/or virtual settings).
Self-directed, able to effectively manage ambiguity, change, and transformation in a fast-paced environment.
Ability to effectively work and remain calm under pressure and manage multiple competing priorities.
Collaborative team player able to challenge the status quo while building effective partnerships with key stakeholders across the organization.
Tenacious, committed, constructive, and meticulous with high energy and sense of urgency.
Experience effectively leading through change; enthusiastic about helping to shape the future.
Role model for integrity; trusted to always do the right thing.
Proficient in MS office products, including Word, Excel, PowerPoint, and Outlook.
Experience with HRIS.
Ability for occasional travel for leadership meetings or team offsites.

Nice To Haves

Master’s degree preferred
HR certification (e.g., SHRM-SCP, SPHR)
Experience in fast-paced, matrixed organizations.
Experience in Financial Services.
Proven history leading or co-leading strategic HR initiatives, with emphasis on talent and inclusive culture priorities.
Ability to work with diverse types of employee populations (hourly, sales, finance, actuarial, IT, etc.)
Experience with Workday.

Responsibilities

Serve as the primary HR contact for senior business leaders of assigned client groups, partner with Director, HR on development and implementation of talent plans, organizational design, and organizational effectiveness solutions.
Translate business goals into integrated talent strategics that support growth, performance, and engagement.
Partner with Centers of Expertise (COE) to deliver on key HR programs (e.g., year-end processes, inclusive culture, workforce planning, talent review).
Drive functional talent management planning, talent reviews and succession planning processes for assigned business units.
Develops and deploys talent programs to ensure a talent pipeline that will successfully enable current strategies and future growth.
Consult with and coach leaders on ethical, inclusive, and compliant people practices including how to develop and retain high-potential talent, foster an inclusive work culture, and may address complex employee matters, requiring escalation to Performance Consulting, Employee Relations, Legal or other areas of expertise as needed.
Analyze and advise on trends in skill and capability gaps and work with L&D to address needs through use of company-programs or targeted programs.
Champion internal mobility, mentoring, and development planning across teams.
Work with HR Leaders, HR COEs, and business leadership on organizational change initiatives; provide organization design consultation on small and large-scale, complex business unit reorganizations.
Ensure policies and practices are applied consistently and legally across functions and teams, delivering a One-HR approach to delivering HR programs and initiatives.
Proactively identify opportunities for business leaders to improve team performance; analyzes business unit and talent data to identify trends and recommend solutions to improve performance, retention, engagement, and employee experience.
Provide strategic guidance and work on assigned HR and business facing projects that supports business units and/or overall HR priorities; manages small, medium, and large projects simultaneously with excellent attention to detail and proficiency; communicates to varying levels across the organization with an ability to tailor presentation style to the audience; effectively communicates complex information in easy-to- understand methods; navigates complex situations with poise and resiliency.
Build critical partnerships and demonstrate high-level collaboration with COEs and key stakeholders across Thrivent.
Demonstrate keen understanding of the enterprise strategy and business priorities.
Partners with organizational leaders and Communications Team to ensure proactive, effective communication strategies and processes for issues or situations of varying complexity.
Act as a change agent, ensuring effective communication and adoption of HR programs; identifies, advocates for, and implements Human Resources best practices across all areas of the business.
Serve as a thought partner and voice of the business to COEs in process improvements and program enhancements.
Collaborate with HR COEs to lead the execution of cyclical talent management efforts, including talent review, succession planning, performance reviews, engagement surveys/action plans, talent review and calibration, compensation planning, etc.
Understand latest trends in Human Resources overall and the HR Business Partne discipline to continually advance knowledge, skills, and abilities.
Enables and ensures compliance in regulated practices/licenses pertinent to team/department/function.
Model Thrivent’s leadership competencies – Model the Way, Rally the Team, and Deliver Outcomes.
Support an environment in which Thrivent employees and colleagues are focused on continuous improvement, exceptional employee engagement, and an unwavering commitment to our clients.
Shapes and/or supports a culture that represents the Thrivent purpose, promise and values, ensuring that Thrivent’s trust and reputation remain strong with its clients.