Senior HR Business Partner

Summit Utilities Inc•Fayetteville, AR

8d•Hybrid

About The Position

Summit Utilities, Inc. is seeking a Senior Human Resources Business Partner (SGL18) to join their growing team. This hybrid position serves as a strategic advisor and relationship owner for assigned leaders, departments, and service lines. The role requires a business ownership mindset, developing a deep understanding of the business and connecting people strategies to operational priorities. The Senior HRBP will independently assess complex situations, identify workforce and culture trends, coach leaders, facilitate solutions, and provide sound, well-supported recommendations. This role owns the employee experience across the full lifecycle, leveraging HR partner groups and Legal as appropriate, and remains accountable for coordination, follow-through, and business outcomes.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field, or an equivalent combination of education, training, and progressively increasing professional experience demonstrating the knowledge and skills required for the role.
Minimum of five (5) years of progressive, client-facing Human Resources Business Partner or comparable HR generalist experience required.
Demonstrated experience independently advising leaders and managing complex employee relations, investigations, conflict resolution, performance management, and organizational matters required.
Strong business acumen with the ability to understand operational priorities, connect people decisions to business outcomes, and anticipate downstream organizational impacts.
Comprehensive knowledge of employee relations, employment law, investigations, performance management, talent management, workforce planning, and HR compliance.
Sound judgment, discretion, accountability, and a proactive, solutions-oriented approach to complex or ambiguous situations.
Advanced employee relations, conflict resolution, mediation, coaching, facilitation, and consultation skills.
Ability to conduct workplace investigations, assess risk, prepare defensible documentation, and develop practical recommendations.
Strong relationship-building and influencing skills, with the ability to establish credibility and effectively partner with employees, leaders, and executives.
Demonstrated analytical skills, including the ability to interpret workforce data, identify trends, and translate insights into actionable solutions.
Effective collaboration skills with a commitment to delivering integrated solutions and a positive stakeholder experience.
Excellent verbal, written, presentation, and active-listening skills, including the ability to communicate sensitive or complex information with professionalism and clarity.
Meticulous attention to detail, accuracy, documentation, timeliness, and follow-through.
Commitment to psychological safety, respectful dialogue, continuous learning, and thoughtful consideration of differing perspectives.

Nice To Haves

Experience supporting a mix of corporate and field-based or industrial teams is preferred.
Labor relations experience is preferred; demonstrated interest and ability to develop expertise in this area is expected.
Professional HR certification, such as SHRM-CP, SHRM-SCP, PHR, or SPHR, is preferred.

Responsibilities

Serve as the primary trusted HR advisor to leaders for assigned business units, developing a thorough understanding of operations, workforce needs, talent risks, culture, and business priorities.
Advise and coach leaders on workforce planning, performance management, employee engagement, retention, succession planning, and organizational change.
Independently manage complex employee relations matters, including investigations, conflict resolution, corrective actions, and separations; document findings, develop recommendations, and escalate when appropriate.
Partner with leaders on organizational design, talent development, and employee lifecycle activities. Guide people decisions related to hiring needs, selection, onboarding, development, offer considerations, and separation.
Collaborate with Compensation, Benefits, Talent Acquisition, Payroll, Learning & Development, HRIS, Legal, and other HR partner groups to deliver integrated solutions while maintaining ownership of the business relationship, coordination, communication, and follow-through.
Use workforce data and employee feedback to identify risks and trends, recommend improvements, and support leader and employee development initiatives.
Apply employment laws and company policies consistently, protect confidential information, and manage competing priorities.
Perform additional duties as assigned.