Senior Human Resources Business Partner

Delta Dental of Iowa•Johnston, IA

About The Position

Come Smile with Us! Make a lasting impact on people, culture, and organizational success. Delta Dental of Iowa is seeking an experienced Senior Human Resources Business Partner to support employees and leaders across the organization by aligning day-to-day HR practices with business needs. You will provide practical hands-on support in employee relations, performance management, learning and organizational development, culture and engagement, orientation, and HR reporting. You will partner closely with leaders to enhance the employee experience, strengthen team capabilities, and support a positive and productive workplace culture. You also support organizational initiatives that develop critical skills and enhance career readiness. Why Delta Dental of Iowa? For your smile. For your health. For your community. At Delta Dental of Iowa, we’re more than just a dental and vision insurance company. Improving health and wellness is at the center of everything we do. As a not-for-profit, we aim to build stronger communities by investing in actions that promote and improve health. Delta Dental of Iowa invests 40% of our dollars directly back into the communities we serve. Come see why we are passionate about "Bringing Smiles" to our customers. Our team enjoys competitive pay and benefits, an awesome "One Team" approach, and a company culture that fosters "Exceptional Quality Service" and "Leadership at All Levels." Together, we can make a difference – not only in Iowa but across the country.

Requirements

Bachelor's degree or equivalent work experience.
Minimum of 8 years human resources business partner, talent/leadership and/or organizational development experience.
Strong professional presence with the ability to facilitate training programs.
Exceptional interpersonal, presentation, written, and verbal communication skills with the ability to effectively communicate with individuals at all levels.
Experience consulting with leaders on employee relations concerns.
Strong critical thinking and problem-solving skills.
Strong background in developing and executing processes or programs.
Excellent organizational skills and high attention-to-detail.
Strong analytical and problem-solving skills.
Ability to multi-task and effectively prioritize competing demands.
Proven expertise in designing and executing organization-wide development programs.
Strong professional presence.
Proven ability to maintain a high degree of confidentiality.
Excellent written/verbal communications skills.

Nice To Haves

Experience with Paylocity.

Responsibilities

Lead initiatives in talent, culture, learning, and engagement focused on growing critical skills, supporting succession planning and career development, in order to prepare the company for future growth.
Lead talent and development strategies and programs, including the summer internship program, leader development and workforce development efforts.
Provide hands-on coordination and execution of learning and development programs, including development planning, scheduling, logistics, communications, materials, participant tracking, and feedback collection.
Design, develop and facilitate training curriculum to support all levels of the organization.
Collaborate with internal communications and cross-functional partners to align training, engagement, and culture initiatives with business objectives.
Lead the annual engagement survey setting up participant files, creating and executing communications, analyzing results and supporting engagement plans.
Analyze learning effectiveness and engagement feedback to provide insights for continuous improvement.
Consult with leaders and employees to understand development needs and recommend learning resources, microlearning, external content, and vendor-provided training.
Support learning management system activities, learning calendars, HR compliance training, skills development, and leader development programming.
Help coordinate company-wide engagement activities such as One-Team Days, Customer Service Week, and other culture-building initiatives.
Conduct exit interviews and identify themes to share with HR partners and leadership, as appropriate.
Consult with leaders on organizational design and change efforts to enable business success.
Serve as a point of contact for employees seeking growth, development, or guidance on available HR programs and resources.
Support employee lifecycle processes and contribute to initiatives that enhance employee experience, connection, and retention.
Lead the company performance management program, including education, communications, completion tracking, follow-up actions, and reporting.
Partner with leaders to promote fairness, consistency, and quality in performance reviews, goal setting, coaching, performance calibration and documentation.
Maintain consistent oversight of performance management processes and partner with HR leadership on opportunities to improve tools, communication, and leader capability.
Serve as a key HR business partner and first point of contact for employee relations questions, concerns, and workplace issues, providing timely, professional, consistent, and confidential support.
Partner with leaders to provide guidance on employee relations concerns, coaching, performance improvement, disciplinary actions, and employment-related decisions.
Conduct initial fact-finding and support workplace investigations when complaints or concerns are brought forward, escalating matters as appropriate to HR leadership.
Prepare, review, and maintain employee relations documentation, including coaching notes, corrective action, disciplinary documentation, separation documentation, and related confidential files.
Review management recommendations related to employment terminations and support termination meetings as needed.
Monitor employee relations themes and partner with HR leadership to address root causes through education, communication, or process improvement.
Partner with leaders and HR team to understand current and future workforce trends aligned to business objectives.
Build strong relationships with leaders and employees while influencing best practices, fair policy application, and positive employee experience.
Monitor federal, state and local employment laws, regulations and emerging HR trends; interpret organizational impact, ensure compliance with legal and regulatory requirements, and proactively advise leaders on policy, practice, and workflow management implications.
Work closely with HR leadership on the implementation, administration, review, and improvement of policies, processes, and recommended HR best practices.
Engage with external sources and maintain expertise on HR tools, performance management, learning and development, employment law trends, and regulatory developments.
Build and maintain strategic external partnerships to support program development, vendor effectiveness, community engagement, and opportunities for growth.
Maintain confidentiality at all times and model the company’s values through professional, ethical, and inclusive behavior.
Perform other duties and special projects as assigned.