Senior Human Resources Business Partner

Liberty Bank•Middletown, CT

44d

About The Position

The Senior Human Resources Business Partner (Sr. HRBP) serves as a strategic advisor and trusted consultant to business leaders, aligning people strategies with organizational objectives to drive business performance, employee engagement, and talent development. This role partners closely with leaders to build organizational capability, enhance workforce effectiveness, and foster a high-performing, inclusive culture. The Sr. HRBP provides expertise across all areas of Human Resources, including talent management, organizational development, workforce planning, employee relations, leadership coaching, performance management, talent acquisition, compensation, succession planning, and employee engagement. The role leverages business insights, and HR best practices to identify opportunities, anticipate challenges, and implement solutions that support both business goals and employee success. As a key member of the Human Resources team, the Sr. HRBP collaborates with Centers of Excellence (COEs) and business leaders to design and execute integrated talent strategies while championing Liberty Bank’s mission, values, and culture. This position reports to the HR Business Partner Leader.

Requirements

Bachelor’s degree in human resources, Business Administration, Organizational Development, or a related field or equivalent work experience.
Minimum of 7 years of progressive Human Resources experience, including significant experience serving as a Human Resources Business Partner supporting business leaders and teams.
Demonstrated expertise across multiple HR disciplines, including talent management, leadership development, employee relations, employee engagement, organizational development, performance management, compensation, workforce planning, and HR analytics.
Proven ability to operate effectively at both strategic and tactical levels, balancing long-term business objectives with day-to-day operational needs.
Strong track record of influencing leaders, building trusted relationships, solving complex business challenges, and exercising sound judgment in a dynamic environment.
Experience leading enterprise-wide or large-scale HR initiatives, organizational change efforts, and change management strategies that drive business outcomes.
Strong project management skills with the ability to manage multiple priorities and deliver results in a fast-paced environment.
Exceptional consulting, coaching, facilitation, and relationship management skills with the ability to collaborate across all levels of the organization.
Strong business acumen with the ability to understand organizational goals, financial drivers, workforce implications, and market trends.
Excellent analytical, problem-solving, and decision-making skills with experience leveraging data and metrics to develop recommendations and influence outcomes.
Strong written, verbal, and presentation communication skills.
Ability to establish credibility, influence stakeholders, and effectively navigate complex and sensitive situations.
Advanced proficiency with Microsoft Office applications and Human Resources Information Systems (HRIS); Workday experience preferred.

Nice To Haves

Master's degree preferred.

Responsibilities

Serves as a strategic advisor to leadership teams, providing guidance on organizational design, workforce planning, talent strategies, and change management initiatives.
Leads talent management processes, including performance management, succession planning, talent reviews, career development, and workforce planning.
Collaborates with Talent Acquisition to develop recruiting strategies that attract and retain high-quality talent.
Partners with leaders to identify current and future workforce needs and support effective workforce planning initiatives.
Leads organizational design and restructuring initiatives to improve effectiveness and achieve business objectives.
Collaborates with Learning and Development partners to ensure talent development strategies are aligned with organizational needs.
Assists leaders in addressing complex employee relations matters while ensuring consistent application of policies, practices, and employment laws.
Facilitates conflict resolution and support managers in addressing workplace issues proactively.
Partners with HR Centers of Excellence to implement enterprise-wide programs and initiatives.
Leads or contributes to strategic HR projects that enhance organizational effectiveness and employee experience.
Partners with leaders to strengthen employee engagement, culture, retention, and overall employee experience.
Utilizes people data, metrics, and trends to identify opportunities, diagnose issues, and recommend solutions.
Serves as an enterprise leader and change champion during organizational transformations and HR initiatives.
Anticipates workforce trends and talent needs by utilizing data and business insights to recommend solutions that improve organizational performance.
Leads enterprise, departmental, or cross-functional projects.
Supports the evaluation, implementation, and sustainability of training and development programs.
Participates in special initiatives and committees.
Maintains current knowledge of industry trends, employment regulations, and HR best practices.
Performs other duties as assigned.