Senior HR Business Partner

COQUILLE INDIAN TRIBE•Coos Bay, OR

1d•$80,600 - $100,734•Onsite

About The Position

The Senior Human Resources Business Partner 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 a full range of HR Business Partner responsibilities and leads complex or escalated employee relations, performance management, and workplace matters. It supports employee engagement, workplace safety, and the overall employee experience in partnership with department leaders and the HR team. The position supervises, coaches, and develops HR Generalists while maintaining direct HR Business Partner responsibilities. It leads HR projects and process improvements, supports employee engagement and performance programs, and partners with Talent and Benefits colleagues on recruitment, onboarding, leaves, accommodations, and employee transitions. The role also supports HR operations, workplace safety, manager training, and implementation of HR policies and initiatives. Travel between Tribal locations is required as needed. The position is based at Waterfront A1 in Coos Bay, Oregon, and is full time. It requires a pre-employment drug screen and criminal and character background check. It is a covered position under the Coquille Indian Tribe Chapter 185 Child Protection Ordinance.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field; an equivalent combination of education and progressively responsible HR experience may be considered.
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 coach and advise managers and address complex or sensitive workplace matters effectively.
Ability to lead, coach, and develop HR staff while maintaining direct responsibility for assigned departments and employees.
Strong interpersonal, communication, conflict resolution, and problem-solving skills.
Ability to conduct workplace investigations and make sound, objective recommendations.
Ability to build trusted relationships with employees, managers, and organizational leadership.
Strong organizational skills and ability to manage multiple priorities and follow matters through to resolution.
Ability to maintain confidentiality, professionalism, discretion, and sound judgment.
Ability to collaborate across HR functions and provide consistent, responsive customer service.
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; and occasionally lift and/or move materials associated with normal office operations.
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; alternatively, willingness to obtain certification within one year of hire.

Responsibilities

Provide HR support to assigned departments and employees on employee relations, performance management, policy guidance, workplace concerns, and day-to-day HR needs.
Lead complex or escalated employee relations and performance matters, and advise 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; set expectations and priorities, review workloads and progress, provide feedback, and address performance concerns.
Promote consistent HR practices, service standards, responsiveness, and accountability across departments and locations.
Lead and support HR projects and initiatives aligned with organizational priorities.
Develop, document, and implement standardized HR processes, workflows, tools, templates, and service standards.
Identify gaps in HR policies, procedures, documentation, and manager resources, and recommend solutions.
Establish tracking mechanisms for employee relations matters, performance issues, investigations, and other HR activities.
Develop project plans, assign responsibilities and timelines, and monitor implementation of HR initiatives.
Lead or support employee engagement, recognition, retention, and employee experience initiatives.
Develop and coordinate employee surveys and feedback efforts and partner with leaders on action plans.
Support the performance review process and promote consistent performance management practices and policies.
Conduct and oversee new-hire check-ins and other employee communications; monitor employee relations, engagement, and turnover trends and recommend improvements.
Partner with the Talent Manager and recruiting and onboarding team on recruitment, orientation, onboarding, internal movement, and employee transitions.
Partner with the Benefits Administrator on leaves of absence, accommodations, return-to-work matters, and related employee support.
Coordinate involuntary separations with managers and HR leadership, conduct exit interviews, and partner with the Onboarding Specialist on administrative offboarding.
Support resignations, transfers, promotions, retirements, and other employment transitions.
Support HR Generalists in timely completion and approval of employee timecards and communicate with managers about recurring issues.
Coordinate badges, facility access, and other 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 exercise sound judgment when handling sensitive employee and organizational matters.
Travel between Tribal locations as needed and perform other duties and special projects as assigned.