Senior HR Business Partner

Hertz•Estero, FL

3d•$90,000•Onsite

About The Position

The Senior HR Business Partner (Sr. HRBP) is responsible for driving and supporting people strategies and high-impact HR initiatives while serving as a primary point of contact for business leaders and employees. This role fosters a positive employee experience by leveraging strong problem-solving skills, HR expertise, and a thorough understanding of company policies and procedures. The Sr. HRBP supports the Corporate Finance organization, including Financial Planning & Analysis (FP&A), Accounting, Treasury, Audit, Investor Relations, and Tax. This is an onsite position and must be based in either Atlanta, GA; Estero, FL; or Oklahoma City, OK.

Requirements

5 years’ experience in Human Resources, Generalist or cross-functional experience preferred
PHR/SPHR certification, preferred.
Bachelor’s Degree or equivalent HR experience
Ability to collaborate with and influence internal and external partners across multiple functions and locations.
Flexible and adaptable; ability to work effectively in ambiguous situations.
Excellent verbal and written communication skills.
Results driven, ability to make decisions and help solve problems, accountability.
Ability to see the big picture and leverage critical thinking and decision-making skills.
Strong organization, time management, and prioritization skills.

Responsibilities

Drive and execute company objectives through a close partnership with Finance’s leadership team and serve as a champion for HR initiatives.
Manage employee relations by providing HR consulting expertise at all levels of the organization; identify trends and address root causes of issues.
Build a culture of compliance through consistent discipline and performance management processes, partnering with Legal and Compliance teams as appropriate, and driving best practices.
Collaborate with leaders and broader HR team to support talent management including developing and managing succession plans, conducting talent reviews, and supporting the annual performance review process.
Identify needs and recommend solutions regarding including organization design, compensation, safety, training, and development.
Provide coaching, training, and guidance to employees, leaders, and HR Business Partners.
Serve as a point of escalation for employee matters, including investigations.
Act as a voice of HR by providing feedback, identifying process improvements, and participating in projects and/or initiatives.