Senior HR Business Partner

Allied Solutions LLC•Carmel, IN

About The Position

The Senior HR Business Partner (HRBP) will be responsible for strategic HR initiatives across the organization and their respective business areas. This role involves partnering with HR leads to ensure effective execution of processes, recommending improvements to policies, and mentoring the HRBP team through training and development. The Senior HRBP will provide coaching and guidance to leaders, identify strategic solutions, and lead multiple initiatives. They will partner with mid-level management and senior executives to develop and implement HR policies and practices supporting business growth, and provide leadership on pay for performance, workforce planning, and HR policies. Building strong relationships with leadership and employees is key to advising on employee-related and organizational matters, understanding people and resource needs. The role requires assessing current HR processes for improvement opportunities, leading the Annual Review and Calibration Process, and the Succession Planning process. Ensuring consistency in the execution of HR policies, programs, and procedures is also a core responsibility.

Requirements

Bachelor’s degree, or equivalent combination of education or experience required
8-10 years related experience
3-4 years leadership experience

Responsibilities

Provides coaching and guidance to leaders and partners to identify strategic solutions to accomplish business objectives.
Leads multiple initiatives in the organization and works closely with leadership on implementation.
Partners with mid-level management and senior executives to develop and implement effective HR policies and practices to support the strategic growth of the business.
Provides leadership and guidance to management regarding pay for performance, workforce planning, and Human Resources policies and procedures.
Builds and maintains effective working relationships with leadership team and employees to advise both on employee related and organizational matters, while understanding the people and resource needs of their assigned business units.
Assesses current HR processes with a critical eye to identify opportunities for improvement or modification.
Leads the Annual Review and Calibration Process- Including form revisions, scoring updates and workday configuration.
Leads the Succession Planning process and 9 Box for the organization.
Ensures consistency in execution of Human Resources policies, programs, and procedures.
Proactively engages with leaders on people strategy through workforce planning, organization design and structure.
Conducts and facilitates initial and reinforcement training with managers and employees on performance management, new manager training, culture training.
Provides counsel and direction and/or directly handles employee relations cases, coaching and consulting with managers and associates on performance, terminations, sexual harassment, discrimination, etc. -- interpreting and complying with all federal and state laws.
Works closely with HRBPs to resolve difficult employee relations issues.
Tracks employee relations cases to identify trends.
Analyzes quarterly attrition and exit data trends and metrics in partnership with the HR team to recommend solutions, programs and policies, and reporting metrics and data analysis to HR leadership.
Designs and delivers appropriate talent planning activities that will identify talent, leadership development priorities, and succession plans.
Coordinates with all areas of Human Resources, such as Compensation, Benefits, and Talent Acquisition, and Talent Management to ensure that business needs are met in a timely manner.
Partners with Leads in HR team for process improvements.
Leads the education with business leaders on new HR initiatives and programs.
Partners with HR leadership on attrition and exit data to identify root causes and work to find solutions to reduce organization attrition.