Senior HR Business Partner

Uniti

1d•$76,100 - $99,900

About The Position

As a Senior HR Business Partner, you will report to the Director-Human Resources and work as a strategic advisor to senior leaders, accountable for translating business strategy into integrated people plans that drive performance, engagement, and culture. This role leads complex organizational initiatives using data-driven insights to influence decisions, and partners across the HR organization and business leaders in workforce planning, organizational design, talent management, compensation governance, and employee relations.

Requirements

Bachelor’s degree in HR, Business, Organizational Psychology, or related field; master’s preferred or equivalent experience.
8–10+ years progressive HR experience; 5+ years as an HRBP supporting senior leaders.
Experience working in organization design, workforce planning, and change management.
Skills driving performance management, talent reviews, succession planning, leadership coaching.
Able to effectively collaborate with compensation on job leveling, market benchmarking, and governance.
Expertise in employee relations case management with Legal partnership.
HR analytics fluency; ability to convert insights into decisions and outcomes.
Executive presence and strong influence/stakeholder management.
Strategic thinking paired with hands-on execution.
Exceptional communication, facilitation, and consulting skills.
Project management and ability to juggle multiple initiatives.

Nice To Haves

SHRM-CP/SCP or HRCI PHR/SPHR preferred.

Responsibilities

Serve as the primary HR advisor to senior leaders, converting business goals into actionable strategies and measurable plans.
Lead ongoing workforce planning during restructurings, transformations, and integrations; build communication and adoption plans with stakeholders.
Drive talent reviews, succession planning, bench-strength strategies, and internal mobility in partnership with L&D.
Coach leaders on performance management, delivering effective feedback and creating actionable development plans.
Analyze engagement and manager effectiveness data; build and track action plans to improve inclusion, engagement, and team performance.
Partner with Corporate Communications to craft messaging that supports culture and change adoption.
Partner with Compensation and Finance on offers, promotions, market adjustments, and job leveling decisions; ensure adherence to approval requirements and governance.
Provide expert guidance on complex ER matters; ensure consistent application of policies and employment laws.
Partner with Legal on sensitive investigations and escalations; proactively mitigate risk.
Use Dayforce data to analyze trends (attrition, diversity, hiring velocity, performance distribution); translate insights into recommendations and actions.
Ensure data integrity and timely completion of performance reviews and merit cycles.
Champion process adherence, policy compliance, and approval protocols.