Senior HR Business Partner

PBI-Gordon•Shawnee, KS

About The Position

The Senior Human Resources Business Partner (Sr. HRBP) serves as a trusted strategic advisor to Business Unit and Corporate Leadership Teams, aligning people strategies, organizational capabilities, and talent priorities with business objectives. The role anticipates business needs, influences organizational decisions, and develops proactive solutions that support business performance and long-term success. Operating with a high degree of independence, the Sr. HRBP navigates complex challenges, leads organizational change, strengthens leadership effectiveness, and reinforces PBI-Gordon Companies’ values and employee ownership culture. The position reports to the Director HR Business Partner Team. PBI-Gordon Companies describes its environment as collaborative and employee-owned, valuing accountability, partnership, and continuous improvement. Team members are encouraged to contribute ideas, develop professionally, and grow alongside the business. The role includes travel of up to 15–20% of the time and requires compliance with company safety policies, procedures, and training. The role is offered with a competitive base salary and performance-based bonus opportunity, an employee ownership plan, a 401(k), and a comprehensive benefits package for eligible full-time employees. Benefits described include medical, dental, vision, life and disability insurance, FSA, pet insurance, paid time off, paid holidays, parental leave, fitness reimbursement, and tuition reimbursement. Employment is contingent upon successful completion of a pre-employment background check and drug screen.

Requirements

Bachelor’s degree in Human Resources, Industrial Relations, Business, or a related field from an accredited college or university.
10–12+ years of progressive human resources experience, including substantial strategic HR business partnership experience.
Demonstrated success advising senior leaders, leading complex people initiatives, and navigating organizational change.
Demonstrated experience directly leading and developing HR professionals, including performance management, coaching, talent development, and building high-performing teams.
Advanced business acumen and ability to connect people strategies with operational and financial performance.
Strategic thinking, sound judgment, critical problem-solving, and comfort navigating ambiguity and complexity.
Executive presence, influencing skills, and ability to constructively challenge and coach senior leaders.
Advanced knowledge of HR principles, employment regulations, talent management, organizational effectiveness, and change management.
Strong employee relations, conflict resolution, consultation, and risk assessment capabilities.
Ability to independently lead complex initiatives and collaborate effectively across teams and functions.
Strong analytical, written, verbal, and interpersonal communication skills.
Proficiency in Microsoft Office and HRIS platforms.
Ability to travel up to 15–20% of the time.
Ability to successfully complete a pre-employment background check and drug screen.

Nice To Haves

Advanced degree or HR certification such as SHRM-SCP or SPHR.
Experience across multiple functions, locations, or business units.

Responsibilities

Serve as a strategic advisor and thought partner to Business Unit and Corporate Leadership Teams, aligning people priorities with business objectives and influencing decisions through sound judgment and data-driven insights.
Develop an understanding of business operations, financial drivers, organizational challenges, and growth opportunities to anticipate current and future workforce needs.
Partner with senior leaders to assess organizational effectiveness, structure, workforce capabilities, and opportunities to improve business performance.
Translate business priorities into actionable people strategies with clear objectives, accountability, and measures of success.
Lead strategic workforce planning, talent assessments, succession planning, critical role identification, and organizational capability development.
Coach senior leaders on leadership effectiveness, talent decisions, team performance, accountability, and organizational development.
Partner with Talent Acquisition and other HR team members on proactive talent attraction, development, engagement, and retention strategies.
Advise on complex, sensitive, and high-risk employee relations matters, including performance management, conflict resolution, investigations, and employment decisions, while minimizing organizational risk.
Apply knowledge of employment laws, regulations, and company policies, partnering with Legal and other stakeholders as appropriate.
Lead and influence significant organizational change, including restructurings, leadership transitions, and business transformation; develop practical communication and adoption strategies.
Lead complex HR programs and cross-functional initiatives in partnership with HR Business Partners, HR Managers, Employee Experience, Talent Acquisition, and other HR functions.
Serve as a resource and mentor to other HR team members, sharing expertise and strengthening collective HR capability.
Provide direct leadership, coaching, and development to assigned HR team members; establish expectations, drive accountability, and foster a high-performing, collaborative team.
Use workforce metrics and trends to inform recommendations, assess effectiveness, and drive continuous improvement.
Champion the company’s core values of Integrity, Innovation, Partnership, and Pride and promote employee ownership, accountability, and shared success.
Follow company safety policies and procedures, participate in required safety training, and promptly report unsafe conditions, near misses, and incidents.

Benefits

Company-funded ESOP retirement contribution of approximately 18% of compensation, with a six-year vesting schedule.
401(k) retirement savings plan with a company match of 100% up to 3% deferral, with a three-year vesting schedule.
Competitive base salary with performance-based bonus opportunity.
Medical insurance and prescription drug plan options.
Dental insurance.
Vision insurance.
Company-paid life insurance with AD&D, with options to purchase additional coverage.
Company-paid short-term and long-term disability plans.
Employee Assistance Program with up to six free counseling sessions.
Flexible Spending Account for medical reimbursement or dependent care.
Pet insurance options.
Paid time off, including Regular PTO, Personal PTO, and specified paid company holidays.
Company-paid parental leave.
Fitness reimbursement of up to $300 annually.
Tuition reimbursement for eligible coursework after one full year of employment.
Scholarship fund for children or grandchildren of employee-owners.