Senior HR Business Partner

COQUILLE INDIAN TRIBE•Eugene, OR

1d•$80,600 - $100,734•Onsite

About The Position

The Senior Human Resources Business Partner (Sr. HRBP) serves as a trusted HR advisor and primary point of contact for employees and managers, while providing leadership and direction to HR Generalists. The role performs the full range of HR Business Partner responsibilities and is the lead resource for complex or escalated employee relations, performance management, and workplace matters. It supports employee engagement, workplace safety, and the overall employee experience, collaborating with department leaders and HR team members across the employee lifecycle. The Sr. HRBP provides direct HR support to assigned departments, coaches managers, conducts workplace investigations, and supports organizational changes and employee transitions. The position supervises and develops HR Generalists, leads HR process and infrastructure improvements, and supports engagement, recognition, retention, performance management, recruiting, onboarding, benefits-related employee support, offboarding, and day-to-day HR operations. The role also supports workplace safety initiatives, manager training, HR policies and strategic initiatives, and requires travel between Tribal locations as needed. The position is located at Willamette in Eugene, Oregon, is full-time, and requires a bachelor’s degree or an equivalent combination of education and progressively responsible HR experience. The salary range is $80,600.00–$100,734.40 per month. This is a covered position under the Coquille Indian Tribe Chapter 185 Child Protection Ordinance. Candidates must pass a pre-employment drug screen and criminal and character background check.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field, or an equivalent combination of education and progressively responsible HR experience.
At least five years of progressively responsible human resources experience, including significant employee relations and performance management experience.
Demonstrated experience advising and coaching managers on employee and workplace matters.
Extensive experience conducting workplace investigations and managing complex employee relations matters.
Previous leadership, supervisory, or senior-level HR experience.
Experience supervising or developing HR professionals.
Strong knowledge of employee relations, performance management, HR practices, and employment policies.
Ability to lead, coach, and develop HR staff while maintaining direct responsibility for assigned departments and employees.
Strong interpersonal, communication, conflict resolution, problem-solving, and organizational skills; ability to manage multiple priorities and follow matters through to resolution.
Ability to build trusted relationships, collaborate across HR functions, and provide consistent, responsive customer service.
Ability to maintain confidentiality, professionalism, discretion, and sound judgment.
Proficiency with HR information systems and standard business technology.
Valid driver’s license and ability to travel between Tribal locations as required.
Ability to communicate effectively in person, by telephone, and electronically; regularly operate standard office equipment; occasionally lift and/or move materials associated with normal office operations; and move throughout Tribal facilities.
Must pass a pre-employment drug screen and Criminal and Character Background Check.

Nice To Haves

Experience working in a Tribal government, healthcare, public-sector, or similarly complex organization.
Professional HR certification such as THRP, SHRM-CP, SHRM-SCP, PHR, or SPHR, or willingness to obtain a certification within one year of hire.

Responsibilities

Provide direct HR support to assigned departments and employees, including employee relations, performance management, policy guidance, workplace concerns, and day-to-day HR needs.
Lead complex or escalated employee relations and performance matters and guide HR Generalists and managers.
Coach managers on performance, corrective action, conflict resolution, documentation, employee accountability, and people management.
Conduct workplace investigations and coordinate significant or sensitive matters with the Executive Director of Human Resources.
Support organizational changes, employee transitions, and workforce needs.
Supervise, coach, and develop HR Generalists; establish expectations, priorities, and deadlines and address performance concerns.
Review workloads, progress, and outstanding items to ensure timely, effective completion and promote consistent HR practices and service standards.
Lead and support HR projects and initiatives, develop standardized processes and tools, identify HR process and policy gaps, and implement infrastructure improvements.
Establish tracking mechanisms for employee relations matters, performance issues, investigations, and other HR activities.
Develop project plans, assign responsibilities and timelines, and monitor implementation progress.
Lead and support employee engagement, recognition, retention, and employee experience initiatives; coordinate employee surveys and action plans.
Support performance reviews, conduct and oversee new-hire check-ins, and monitor employee relations, engagement, and turnover trends.
Partner with recruiting and onboarding teams to support recruitment, orientation, onboarding, internal movement, and transitions.
Partner with the Benefits Administrator on leaves of absence, accommodations, return-to-work matters, and related support.
Coordinate involuntary separations, conduct exit interviews, support offboarding administration, and assist with resignations, transfers, promotions, retirements, and other transitions.
Support timely employee timecard completion and approval, coordinate badges and facility access, and handle day-to-day HR operational needs.
Lead or participate in workplace safety meetings and initiatives and follow up on identified concerns.
Support new-hire orientation and maintain a visible, approachable HR presence across Tribal locations.
Partner with the Executive Director of Human Resources to implement HR policies, programs, and strategic initiatives.
Provide manager training and coaching on HR policies, employee relations, performance management, and people leadership.
Maintain confidentiality and sound judgment when handling sensitive matters; travel between Tribal locations as needed; perform other assigned duties and projects.