Senior HR Business Partner

Thrivent•Minneapolis, MN

1d•$120,467 - $162,984•Remote

About The Position

The Senior HR Business Partner (HRBP) serves as a strategic partner and trusted advisor to executives and senior leaders, providing outcome-based human capital consultation and translating business strategy into talent solutions. In partnership with the VP, HR, the role develops and executes talent strategies for assigned client groups and champions HR strategic and operating priorities. The role applies deep HR expertise, particularly in talent management, to advance talent pipelines, organizational capability, and high performance. Working with the Director, HR and HR Centers of Expertise (COEs), the Sr HRBP shapes and deploys programs addressing talent acquisition, assessment and development, performance management, compensation planning, succession planning, leader development, organizational effectiveness, inclusive culture, change management, and employee engagement. The position leads organizational design, including small- and large-scale business unit reorganizations, and supports transformation through effective planning, alignment, and execution. It also works with business leaders, HR leaders, COEs, and other stakeholders to deliver HR programs and business-facing projects, improve organizational performance and employee experience, and ensure consistent, compliant people practices. The role may require occasional travel for leadership meetings or team offsites.

Requirements

Bachelor’s degree in human resources, psychology, business administration, or a related field.
At least 8 years of progressive HR experience and/or HRBP experience, combined with a background in employee relations, organizational design/development, talent acquisition, total rewards, and/or performance management in a mid- to large-sized organization.
Strong business and HR acumen; ability to think strategically, plan and align work, and deliver meaningful, pragmatic, sustainable impact.
Understanding of business processes, financial metrics, and organizational systems.
Ability to use a systems perspective to diagnose gaps between current and desired organizational performance, facilitate process improvements, and align strategy, structure, and talent.
Ability to stay connected with the workforce and anticipate employee reactions to and the impact of business decisions.
Understanding of employment law and ability to navigate difficult employee relations issues.
Knowledge of OSHA, EEOC, FLSA, and ADA laws and regulations, with ability to communicate requirements and lead compliance.
Knowledge of performance management, including defining success, establishing measures, providing feedback, and rewarding performance.
Ability to identify HR implications of business plans and develop and implement innovative systems, processes, and solutions with an external perspective.
Understanding of the relationship between employee engagement and business results.
Demonstrated excellence in executing initiatives, leading cross-functional teams, and driving work to completion.
Exceptional communication, coaching, influencing, and relationship-building skills, including the ability to build trust with senior business leaders.
Facilitation skills for group processing and learning experiences in in-person, large-group, and/or virtual settings.
Self-directed, with the ability to manage ambiguity, change, and transformation in a fast-paced environment.
Ability to remain calm under pressure and manage competing priorities.
Collaborative approach, with the ability to challenge the status quo and build effective stakeholder partnerships.
Tenacity, commitment, constructive judgment, meticulousness, high energy, and a sense of urgency.
Experience leading through change and enthusiasm for helping shape the future.
Integrity and a reputation for doing the right thing.
Proficiency with Microsoft Word, Excel, PowerPoint, and Outlook.
Experience with HRIS.
Ability to travel occasionally for leadership meetings or team offsites.

Nice To Haves

Master’s degree.
HR certification, such as SHRM-SCP or SPHR.
Experience in fast-paced, matrixed organizations.
Experience in financial services.
History of leading or co-leading strategic HR initiatives, particularly those focused on talent and inclusive culture.
Ability to work with diverse employee populations, such as hourly, sales, finance, actuarial, and IT teams.
Experience with Workday.

Responsibilities

Serve as the primary HR contact for senior leaders of assigned client groups and partner with the VP, HR on talent plans, organizational design, and organizational effectiveness solutions.
Translate business goals into integrated talent strategies that support growth, performance, and engagement.
Partner with Centers of Expertise to deliver HR programs, including year-end processes, inclusive culture initiatives, workforce planning, and talent reviews.
Lead functional talent management planning, talent reviews, succession planning, and programs that develop talent pipelines for current strategies and future growth.
Consult with and coach leaders on ethical, inclusive, and compliant people practices, including developing and retaining high-potential talent and fostering an inclusive culture; escalate complex matters to appropriate experts as needed.
Analyze skill and capability gaps and work with Learning and Development to address needs through company or targeted programs.
Champion internal mobility, mentoring, and development planning across teams.
Work with HR leaders, HR COEs, and business leadership on organizational change initiatives and provide design consultation for complex business unit reorganizations.
Ensure policies and practices are applied consistently and legally across teams, supporting a One-HR approach.
Use business-unit and talent data to identify trends and recommend ways to improve performance, retention, engagement, and employee experience.
Provide strategic guidance on HR and business-facing projects, manage multiple projects, tailor communications to different audiences, and navigate complex situations effectively.
Build partnerships and collaborate with COEs and stakeholders across Thrivent.
Understand enterprise strategy and business priorities; partner with leaders and the Communications Team on proactive communication strategies for issues of varying complexity.
Act as a change agent, supporting communication and adoption of HR programs and implementing HR best practices.
Represent the business to COEs and contribute to process improvements and program enhancements.
Collaborate with HR COEs to execute cyclical talent processes, including talent reviews, succession planning, performance reviews, engagement surveys and action plans, calibration, and compensation planning.
Stay current on HR trends and ensure compliance with regulated practices and licenses relevant to the team, department, or function.
Model Thrivent’s leadership competencies: Model the Way, Rally the Team, and Deliver Outcomes.
Support continuous improvement, employee engagement, client commitment, and a culture aligned with Thrivent’s purpose, promise, and values.