Senior HR Business Partner - Corporate & Sales

Restaurant Technologies•Mendota Heights, MN

3d•Hybrid

About The Position

The Senior Human Resources Business Partner (Senior HRBP) partners with Corporate and Sales leaders to align talent and organizational strategies with business priorities. This role leads talent management, performance, and organizational effectiveness while providing guidance on complex employee relations, leadership coaching, and policy application. As a trusted advisor, the Senior HRBP works with autonomy to influence People decisions, translating business needs into practical people strategies. The SR. HRBP makes real business impacts that contribute to RTI’s ongoing growth and success.

Requirements

Bachelor’s degree in HR, Business, or related field.
8–10+ years of progressive HR experience, including employee relations, leadership coaching, and HR business partnership.
Experience supporting senior leaders in fast-paced, decentralized, or high-growth environments.
Strong experience managing complex investigations and performance or organizational issues.
In-depth knowledge of employment law and HR practices.
Strong business acumen and ability to align talent strategies to business goals.
Excellent analytical, communication, influencing, and relationship-building skills.
Ability to manage competing priorities and operate effectively in ambiguity.
Proficiency in HRIS and Microsoft Office.

Nice To Haves

Master’s degree in HR, Business, or Organizational Development.
Experience in talent management, succession planning, and organizational effectiveness.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
Experience supporting Corporate, Sales, or enterprise functions.

Responsibilities

Partner with senior leaders and their teams to align talent and organizational strategies with business priorities.
Identify and implement people initiatives that support growth, scalability, and effectiveness.
Provide input on organizational design, workforce planning, team effectiveness, and leadership capability.
Lead talent processes, including talent reviews and calibration, succession planning, performance management, and leadership development.
Partner with leaders to identify high-potential talent, capability gaps, and development needs; implement plans to address them.
Drive organizational effectiveness through role clarity, structure, and performance expectations.
Strengthen bench depth and readiness for critical roles.
Serve as a trusted advisor and coach to senior leaders on talent, performance, and organizational effectiveness.
Provide guidance on performance management, conduct, conflict resolution, and corrective actions.
Reinforce leader ownership of people decisions while ensuring consistent application of HR practices.
Mentor and support less experienced HRBPs on complex or sensitive matters, as appropriate.
Act as an escalation point and SME for complex employee relations matters, including investigations.
Lead investigations, ensuring clear documentation, outcomes, and risk mitigation.
Ensure consistent, compliant application of employment laws, policies, and HR practices.
Identify ER trends and partner with leaders on preventative strategies.
Leverage workforce data to identify trends and inform talent and organizational strategies.
Translate insights into actionable recommendations for leaders.
Support rollout and adoption of HR programs, tools, and organizational changes.
Partner with HR teams to enhance leadership capability and change effectiveness.
Partner with Talent Acquisition, Total Rewards, Learning, HR Operations, and other HR functions to deliver integrated solutions.
Support leave of absence and accommodations in partnership with relevant teams.
Drive consistency in HR practices, tools, and processes across supported functions.