Human Resources - Senior Human Resources Business Partner

Talent Acquisition•Reno, NV

3d•$100,000 - $110,000

About The Position

The Senior Human Resources Business Partner is a trusted strategic and hands-on advisor to leaders from first-line managers through executive leadership. The role aligns people strategies with business priorities, anticipates workforce and organizational needs, and provides practical guidance across employee relations, organizational design, workforce planning, performance management, leadership development, and change management. It applies sound judgment and consistent policy interpretation while collaborating with stakeholders to achieve effective, legally compliant outcomes. The position supports multi-state operations and requires working knowledge of employment laws and related HR practices. The employee must reside in the Mountain or Pacific Time Zone and be willing to travel up to 50%.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field, or an equivalent combination of education and experience.
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 or succession planning.
Working knowledge of multiple HR disciplines and applicable federal and state employment laws; California employment law knowledge is required elsewhere in the posting.
Experience partnering with leaders across organizational levels, including executive stakeholders.
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.
Commitment to fostering an inclusive, high-performing workplace culture.
Valid driver’s license.
Willingness to travel up to 50%.
Must reside in the Mountain or Pacific Time Zone.

Nice To Haves

Multi-state and geographically dispersed workforce experience.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
Working knowledge or experience with California employment law is also listed as preferred in the posting.

Responsibilities

Build trusted relationships with managers and executives, providing proactive coaching, counsel, and solutions aligned with business objectives.
Understand business unit operations, financial drivers, staffing models, performance goals, and future needs; translate priorities into actionable people plans.
Partner with leaders on workforce planning, staffing, talent risks, organizational effectiveness, retention, and succession strategies; use HR metrics and business insights to inform decisions.
Identify workforce risks, opportunities, and strategic solutions using business insights and workforce data.
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, 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 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.
Advise on performance expectations, coaching, feedback, performance improvement plans, corrective action, and accountability, ensuring consistency, documentation, and appropriate review.
Lead or facilitate talent reviews, calibration, succession planning, high-potential identification, and development discussions, and help turn outcomes into 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, engagement, and retention challenges; support stay interviews and action planning.
Provide strategic guidance on complex employee relations matters, investigations, and workplace concerns.
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, contribute to cross-functional HR initiatives and process improvements, support manager education and communications, and foster operational excellence through documentation, collaboration, and knowledge sharing.