Senior Human Resource Business Partner

Lewis Services•Town of Henrietta, NY

1d•$115,000 - $122,500

About The Position

Join a Company That Invests in People At North Coast Holdings, we are building enduring businesses by investing in the people who power them. As a leading employee-owned organization with operating companies across critical infrastructure and services, we focus on long-term value, strong leadership, and sustainable growth. We believe people are not just part of the business. They are the business. When you join North Coast Holdings, you are not simply stepping into a role. You are joining an organization that develops leaders, scales careers, and creates opportunity across a growing portfolio of companies. Why You’ll Love It Here - Elevate your career with us — we prioritize training and internal promotions! - Join a vibrant team that champions safety, values your feedback, and fosters a strong sense of camaraderie! - Shape your future with us through our fantastic Employee Stock Ownership Plan (ESOP)! What You’ll Do as a Senior HR Business Partner, Corporate As a Senior HR Business Partner, Corporate at North Coast Holdings, you’ll: • Partner with executive leadership and corporate functional leaders to design and execute HR strategies aligned to enterprise business objectives• Serve as a trusted advisor on employee relations, talent management, performance management, compensation, and workforce planning• Lead talent management initiatives including workforce planning, succession planning, leadership development, and talent assessment• Leverage HR analytics and key metrics to assess program effectiveness, identify trends, and recommend data-driven improvements• Lead and contribute to cross-functional HR projects, ensuring alignment to scope, timelines, and budget• Ensure consistent application and compliance with HR policies, employment laws, and regulatory requirements• Support organizational change initiatives including restructures, integrations, and process transformations• Act as a steward of culture by reinforcing company values through leadership behaviors, talent practices, and employee experience initiatives• Build strong, credible relationships with internal stakeholders and external partners to advance HR and business priorities

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field required
Minimum 7+ years of progressive HR experience, including 5+ years in a senior HR or leadership capacity
Demonstrated expertise across talent management, employee relations, compensation, and performance management
Proven ability to operate effectively in complex, matrixed environments and influence at executive levels
Strategic thinking with the ability to translate business strategy into aligned HR priorities
Strong business acumen and understanding of organizational and financial drivers
Executive-level influence and collaboration skills
Leadership and coaching capability for developing HR professionals and people leaders
Change management experience supporting organizational transformation
Data-driven decision making using HR analytics and insights
Sound judgment and problem-solving skills in complex people situations
Commitment to continuous learning and staying current on HR trends and employment law

Nice To Haves

Master’s degree preferred

Responsibilities

Partner with executive leadership and corporate functional leaders to design and execute HR strategies aligned to enterprise business objectives
Serve as a trusted advisor on employee relations, talent management, performance management, compensation, and workforce planning
Lead talent management initiatives including workforce planning, succession planning, leadership development, and talent assessment
Leverage HR analytics and key metrics to assess program effectiveness, identify trends, and recommend data-driven improvements
Lead and contribute to cross-functional HR projects, ensuring alignment to scope, timelines, and budget
Ensure consistent application and compliance with HR policies, employment laws, and regulatory requirements
Support organizational change initiatives including restructures, integrations, and process transformations
Act as a steward of culture by reinforcing company values through leadership behaviors, talent practices, and employee experience initiatives
Build strong, credible relationships with internal stakeholders and external partners to advance HR and business priorities