Sr HR Business Partner

Glanbia•West Haven, CT

24d•$115,000 - $130,000

About The Position

As a Senior HR Business Partner, you will partner closely with business and site leaders to translate business priorities into impactful people and talent strategies. You will lead workforce and succession planning, strengthen leadership capability and internal talent pipelines, and help drive organizational effectiveness, change, engagement, and a strong workplace culture. In partnership with HR Centers of Excellence, the role delivers relevant, high-quality HR programs and solutions, uses data and business insights to inform decisions, and provides sound guidance on complex employee relations, compliance, and organizational risk. The Senior HR Business Partner also coaches leaders and colleagues to strengthen accountability, performance, and the overall employee experience.

Requirements

Bachelor’s degree required, preferably in Human Resources, Business Administration, or a related field.
At least 5 years of progressively responsible HR experience, including experience operating at a manager or HR business partner level with increasing scope.
Demonstrated managerial experience in a manufacturing or shift-based workforce environment.
Ensure compliance with company policies and applicable federal, state, and local regulations and coordinate responses to EEOC, DOL, and other agency inquiries or charges.
Provide objective counsel to business and functional leaders, constructively challenge assumptions, influence decisions, and recommend practical solutions.

Nice To Haves

Professional HR certification, such as SHRM-CP, SHRM-SCP, PHR, or SPHR.

Responsibilities

Partner with business leaders to assess current and future people and organizational needs and translate business priorities into an integrated HR strategy and actionable workforce plan.
Lead talent and succession planning, including talent reviews, identification and calibration of high-potential and critical talent, assessment of leadership readiness, and development of diverse succession slates for critical roles.
Advance workforce planning and organizational effectiveness by assessing structure, capabilities, spans, roles, and future talent requirements against business strategy.
Use dashboards, reporting, and qualitative and quantitative insights to identify trends, evaluate risk, inform decisions, and drive continuous improvement in performance, retention, talent, and employee experience.
Lead delivery of HR strategies, programs, and processes in alignment with business and HR priorities, partnering with Centers of Excellence to implement relevant, high-quality solutions.
Serve as the primary HR partner and point of accountability for the quality, relevance, and performance of HR services provided to the business while ensuring appropriate direct engagement from HR specialists.
Lead complex employee relations matters, including investigations, progressive discipline, performance improvement plans, and voluntary and involuntary separations, using sound judgment, consistency, compliance, and appropriate risk mitigation.
Maintain regular in-person presence and active participation in designated department and leadership meetings as an integral member of the business team.
Ensure compliance with company policies and applicable federal, state, and local regulations, and coordinate responses to EEOC, DOL, and other agency inquiries or charges.
Serve as a trusted advisor to business and functional leaders, providing objective counsel, constructively challenging assumptions, influencing decisions, and recommending practical solutions.
Coach leaders and colleagues to strengthen accountability, performance, and the overall employee experience.