Senior HR Business Partner - North Atlantic

Hanger, Inc.•,

1d•$120,000 - $140,000•Remote

About The Position

Hanger, Inc. is seeking a Senior HR Business Partner to support HR operations in the North Atlantic Zone (DE, NJ, PA, NY, RI, CT, MS, VT, NH, and MN). The role is remote, with a preference for candidates in the Eastern Time Zone. As a trusted adviser and thought leader to business leadership, this partner coaches senior leaders, managers, and employees and delivers talent, leadership, and organizational solutions that support business outcomes. The role focuses on effective organizational structure, leadership and employee development, and the planning and execution of strategic HR initiatives. The Senior HR Business Partner leads and supports large-scale change management, talent management, and organizational effectiveness in a fast-paced, high-growth environment. The position also handles recurring talent activities such as performance cycles, compensation planning, and engagement surveys, as well as performance and sensitive employee relations matters. The role requires travel as needed.

Requirements

Bachelor's degree in Business Administration, Human Resources, or a related field.
At least 8 years of progressive responsibility in human resources disciplines, including organizational effectiveness, change management, and talent management.
Demonstrated success in HR business partnering, preferably in a dispersed, multi-location organization.
Ability to build trust and credibility with business partners and employees at all levels, including executive management.
Ability to identify and explain HR implications of complex business strategies and situations and provide talent solutions to achieve business goals.
Strong coaching, guidance, influencing, and facilitation skills.
Effective leadership and strategic influencing skills.
Excellent verbal, written, presentation, and interpersonal communication skills.
Ability to translate strategic initiatives into operational plans and strong business acumen.
Self-motivation, action and results orientation, and commitment to continuous improvement.
Resilience in achieving results and ability to work in a high-energy, fast-paced, rapidly changing environment.
Ability to handle highly sensitive matters confidentially, professionally, promptly, and with good judgment.
Initiative in bringing stakeholders together to propose solutions in unfamiliar or ambiguous circumstances.
Knowledge of and ability to interpret federal and state employment laws.
Strong collaboration and problem-solving skills; thrives in a collaborative team environment.
High proficiency with MS Word, Excel, PowerPoint, and Teams.
Integrity, honesty, transparency, and respect in professional relationships.
Availability to travel as needed.

Nice To Haves

Master's degree or MBA, or equivalent experience.
Prior experience managing people.
Candidates in the Eastern Time Zone are preferred.

Responsibilities

Build strong relationships with business leaders and employees in assigned client groups to understand their strategies, challenges, opportunities, and needs.
Partner with business client groups and the HR team to align priorities and develop and implement effective solutions.
Analyze data, metrics, and trends with business leaders to inform decisions.
Influence talent decisions by monitoring the business, market, and industry trends.
Identify talent gaps and help leaders anticipate and plan for future needs.
Coach management on employee relations, conflict resolution, company policy interpretation, and management principles.
Provide guidance and coaching on performance matters, ensure legal compliance, and mitigate risk.
Foster company culture and encourage open and transparent communication.
Drive organizational design decisions and lead change management and communication plans.
Implement employee engagement activities for assigned client groups.
Contribute to designing and implementing integrated talent solutions that drive positive organizational change.
Partner with Talent Acquisition to maintain rigor in selection and assessment practices and ensure appropriate tools support hiring decisions.
Support regular talent activities, including performance cycles, compensation planning, and engagement surveys.
Travel as needed.