Senior Human Resources Business Partner

The Smilist•Village of Great Neck Plaza, NY

2d•$90,000 - $110,000•Onsite

About The Position

The Senior Human Resource Business Partner (Senior HRBP) is a key strategic role responsible for providing advanced HR guidance and support to business leaders and their teams. This role will partner closely with leadership to align HR strategies with organizational goals, focusing on talent management, employee relations, performance management, organizational development, and change management. The Senior HRBP will lead HR initiatives that promote a high-performance culture, improve employee engagement, and support business objectives. This role requires a proactive, data-driven professional who can influence and drive meaningful change.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s degree preferred).
7+ years of experience in HR roles, with at least 3 years in a senior HR business partner or strategic HR capacity.
Strong expertise in employee relations, talent management, organizational development, and performance management.
In-depth knowledge of employment laws and regulations.
Exceptional interpersonal, communication, and coaching skills.
Ability to influence at all levels and work effectively in a fast-paced environment.

Nice To Haves

HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR) is a plus.
Experience with HRIS (Human Resource Information Systems) and data analysis.
Experience working in a fast-paced, high-growth environment.
Familiarity with change management and organizational development principles.
Excellent verbal and written communication skills.
Excellent interpersonal and conflict resolution skills.
Excellent organizational skills and attention to detail.
Strong analytical and problem-solving skills.
Thorough knowledge of employment-related laws and regulations.

Responsibilities

Collaborate with senior leaders to understand business objectives and develop HR strategies that support business growth.
Act as a trusted advisor and thought partner to leadership on HR-related matters, such as workforce planning, organizational design, and change management.
Act as a resource and advisor to your assigned dental practices on all areas of human resources matters including but not limited to performance management, coaching, new hire on-boarding, termination, employee handbook creation, training, investigating complaints, leave of absences, integration and company policies and procedures.
Manage complex employee relations issues, conducting investigations, and ensuring fair, consistent, and compliant resolution.
Take a leadership role in running practice onboarding meetings, ensuring a smooth experience for new practices and newly hired employees
Partner with leaders to address performance challenges and develop improvement plans as needed.
Lead organizational development initiatives that support scalability, enhance productivity, and improve team dynamics.
Serve as account management for practices as it relates to The Smilist services.
Ensure a smooth on-boarding experience for new practices and newly hired employees
Identify process improvement possibilities and participate in improvement efforts, sharing best practices and ideas across practices.
Foster teamwork and a positive work environment through frequent collaboration with other departments.
Serve as a trusted advisor on employee relations matters, including resolving conflicts, addressing performance issues, and managing disciplinary actions.
Support and facilitate employee engagement initiatives to foster a positive and inclusive work environment.
Partner with leaders to assess talent needs, identify skills gaps, and develop succession and workforce planning strategies.
Collaborate on performance management processes, including goal setting, performance reviews, and coaching.
Identify and promote training and development opportunities to enhance employee skills and growth.
Ensure that hiring practices are fair, consistent, and support a diverse workforce.
Collaborate with leaders on initiatives to enhance organizational effectiveness, culture, and productivity.
Interpret and apply HR policies and procedures, ensuring compliance with local and federal laws and regulations.
Act as a resource for managers and employees to ensure a clear understanding of company policies and best practices.
Stay updated on industry trends, employment law changes, and HR best practices to keep the organization compliant.
Use HR metrics and analytics to provide insights into key workforce trends, employee engagement, turnover, and performance.
Regularly report on HR metrics and provide recommendations based on data insights.
Support leadership decision-making by providing data and analysis on key HR areas.