Senior Human Resources Business Partner

Southern New Hampshire University•Manchester, NH

6d•$88,130 - $141,036•Hybrid

About The Position

The Senior HR Business Partner (Senior HRBP) aligns university goals with people strategies that foster a growing, supportive, and inclusive workplace. Reporting to the Director of HR in Academic Experience, this position partners with senior leadership as a trusted advisor and data-driven strategist to improve organizational effectiveness, talent management, employee engagement, workforce planning, and business performance while ensuring compliance with employment laws and university policies. The Senior HRBP also supports organizational transformation, including redesigning work and building talent capabilities as AI and market forces change organizational needs. This is a dual-place position with some onsite requirements; it is partially based in Manchester, New Hampshire, and hybrid employees must be able to commute there regularly. The role leads and contributes to strategic HR initiatives, workforce and succession planning, leadership development, employee relations, organizational design, work redesign, internal mobility, HR analytics, compensation practices, compliance, and AI and HR technology enablement. It connects business leaders with specialist People Team functions, including Talent Acquisition, Learning & Development, Compensation, and Employee Experience, coordinating expertise and surfacing recurring needs to inform scalable people strategies. The position promotes fair, thoughtful, and inclusive decisions that balance business outcomes with employee experience. The position requires a bachelor's degree in Human Resources, Business Administration, or a related field; at least six years of progressive HR experience across areas including employee relations, labor law, performance management, learning and development, organizational development, and compensation and benefits; and at least two years in a strategic HRBP role. The annual pay range is $88,130–$141,036, with a target hiring range of $97,384–$131,756. Actual offers depend on skills, qualifications, experience, internal equity, and relevant business considerations.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field.
At least 6 years of progressive HR experience, including employee relations, labor law, performance management, learning and development, organizational development, and compensation and benefits.
At least 2 years of experience in a strategic HR business partner role.
Skills in constructive problem solving, business acumen, strategic HR alignment, HR data analysis and translating insights, AI and HR technology fluency, relationship management, communication and influence, employment law, and change leadership.

Responsibilities

Partner with leaders to develop and execute HR strategies that support business success, organizational growth, transformation, and workforce planning.
Lead HR initiatives to improve employee experience, engagement, and retention; as needed, lead a small team of HRBPs to align support across larger verticals.
Partner with business leaders to evaluate and redesign job architectures, work structures, operating models, and roles as AI and market forces change organizational needs.
Develop workforce planning strategies to attract, retain, and develop talent, shifting from headcount-focused models toward talent mobility, reskilling, rotation, and coaching.
Lead talent reviews, succession planning, and leadership development programs; coach and mentor leaders and managers on effectiveness, team culture, performance, and employee career development.
Connect business leaders with People Team specialists, coordinate HR expertise for business challenges, and surface recurring business needs to help specialist teams develop scalable solutions.
Identify training needs and collaborate with Talent Development to align learning programs with evolving business and role requirements, including AI-adjacent skills.
Advise on complex employee relations matters and partner with the ER investigations team on investigations, fair resolutions, investigation closure, and alternative resolution options.
Foster inclusion, collaboration, and high performance; analyze engagement data and work with leaders and employees to co-design practices that improve employee voice and workplace experience.
Support business-unit organizational design by co-designing structures, roles, and reporting relationships with business leaders.
Support work redesign as AI changes tasks and roles, helping leaders assess talent implications and transition paths for affected employees.
Promote internal mobility through role transitions, cross-functional assignments, and skills-based career pathways.
Use HR metrics, analytics, and external market data to identify trends, inform strategy, and provide workforce insights to business leaders.
Develop and track indicators related to talent management, engagement, and organizational effectiveness; use data visualization and workforce analytics tools to communicate insights.
Use AI-enabled analytics for workforce insights, including analysis of attrition risk, talent gaps, and capability readiness.
Collaborate with HR leadership and Compensation to support competitive, equitable, transparent pay and benefits practices and informed salary decisions using internal compensation data and grade structures.
Ensure compliance with labor laws, policies, and best practices; communicate requirements and partner with Legal and Compliance to mitigate HR-related risks.
Maintain working proficiency with AI-based HR analytics platforms, HRIS tools, and emerging HR technology; advise on workforce implications of AI adoption.
Partner with HR technology teams and business units to evaluate and implement AI tools supporting work processes, talent mobility, workforce planning, and employee experience.
Model AI-enabled work practices and support HRBP peers in developing comfort with new tools and data sources.
Perform other responsibilities as assigned.