Human Resources - Senior Human Resources Business Partner

Franklin Energy•Reno, NV

About The Position

The Senior Human Resources Business Partner (Senior HRBP) serves as a trusted strategic and hands-on advisor to leaders across organizational levels, from first-line managers through executive leadership. The position aligns people strategies with business priorities, anticipates workforce and organizational needs, and delivers practical solutions across employee relations, organizational design, workforce planning, performance management, leadership development, and change management. The Senior HRBP applies sound judgment and consistent policy interpretation while collaborating with stakeholders to achieve effective, legally compliant business outcomes. The role supports multi-state operations and requires working knowledge of employment laws and related HR practices. The position requires residence in the Mountain or Pacific Time Zone and willingness to travel up to 50%. The expected starting salary is $100,000 to $110,000 annually. The final offer depends on relevant experience, skills, qualifications, internal equity, geographic location, and business needs. Franklin Energy offers medical, dental, and vision coverage; retirement benefits; paid time off; paid holidays; and other company-sponsored benefits and programs.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field, or an equivalent combination of education and experience.
At least 8 years of progressive human resources experience, including substantial HR business partnering, employee relations, organizational change, and leadership consultation experience.
Working knowledge of California employment laws, including wage and hour, leave administration, accommodation, and employee relations practices.
Demonstrated experience supporting reorganizations, workforce transitions, performance management, development plans, and talent and succession planning.
Working knowledge of multiple HR disciplines and applicable federal and state employment laws; demonstrated working knowledge of California employment law is required.
Strong business acumen and ability to influence leaders at all levels.
Executive presence and ability to build trusted partnerships across the organization.
Expertise in employee relations, leadership coaching, workforce planning, and change management.
Sound judgment balancing business objectives, employee experience, compliance, and risk.
Strong analytical, communication, facilitation, and project management skills.
Proficiency with Microsoft Office, HRIS systems, and workforce analytics.
Ability to manage multiple priorities in a fast-paced, multi-state environment.
Valid driver’s license required.
Willingness to travel up to 50%.
Must reside in the Mountain or Pacific Time Zone.

Nice To Haves

Experience partnering with leaders across organizational levels, including executive stakeholders.
Multi-state and geographically dispersed workforce experience.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
Working knowledge of federal and state employment laws; California employment law experience is listed as preferred in the skills section.

Responsibilities

Build trusted relationships with managers and executives, providing proactive coaching, counsel, and solutions aligned with business objectives.
Understand assigned business units’ operations, financial drivers, staffing models, performance goals, and future needs, and translate business priorities into actionable people plans.
Partner with leaders on workforce planning, staffing priorities, talent risks, organizational effectiveness, retention, and succession strategies; use HR metrics and business insights to inform decisions.
Use business insights and workforce data to identify risks, opportunities, and strategic solutions, and ensure consistent application of policies, employment practices, and compliance requirements.
Partner with leaders to design and execute organizational changes, restructures, and workforce transitions; guide organizational design, job architecture, and workforce planning initiatives.
Advise on change management, employee communications, promotions, transfers, separations, employee transitions, redeployment, and compliant separation processes; identify and mitigate people-related risks.
Coordinate approved employee changes with Talent Acquisition, Dayforce, Compensation, Payroll, Benefits, Legal, and business leaders to ensure accurate system updates, approvals, documentation, communications, and effective dates.
Guide managers in creating, documenting, implementing, and monitoring Individual Development Plans, career development plans, and leadership development actions with measurable goals and follow-up.
Advise on performance expectations, coaching, feedback, performance improvement plans, corrective action, and accountability, ensuring consistency, documentation, and appropriate review.
Lead or facilitate talent reviews and calibration, succession planning, high-potential identification, and development discussions, and help convert outcomes into practical action plans.
Identify capability gaps, training needs, and cross-training opportunities; collaborate with learning partners and managers to evaluate development effectiveness.
Coach managers through difficult conversations, team dynamics, employee engagement, and retention challenges; support stay interviews and action planning.
Provide strategic guidance on complex employee relations matters, investigations, and workplace concerns; promote fair, consistent, and solutions-oriented people practices.
Ensure compliance with employment laws, regulations, and company policies; partner with HR leadership and Legal on risk assessment, policy updates, employee communications, and sensitive-issue resolution.
Collaborate across HR functions on staffing strategies, hiring priorities, internal movement, job descriptions, offer considerations, and transitions; coordinate with Compensation on pay grades and classification assessments.
Leverage workforce analytics to inform decisions and drive business outcomes.
Lead or contribute to cross-functional HR initiatives, process improvements, manager education, change management, and communications.
Foster operational excellence through effective documentation, collaboration, and knowledge sharing.