Senior Manager, HRBP

The RMR Group•Newton, MA

2d•Hybrid

About The Position

The Senior Manager, HR Business Partner (HRBP) provides day‑to‑day consultation and HR support to assigned business groups and leaders while partnering closely with the Senior Director to deliver aligned, enterprise‑level people strategies. This role serves as the first point of contact for employee relations matters, coaches managers on core leadership and performance topics, supports the execution of talent development and organizational initiatives, and strengthens engagement and culture efforts across the company.

Requirements

Bachelor’s degree required; HR certification (PHR, SHRM‑CP) preferred.
7-10+ years of progressive HR experience, including roles in HR HRBP, generalist work, employee relations, and talent acquisition.
Experience supporting managers or business groups in a professional or multi‑site environment preferred.
Strong relationship‑building skills with the desire to expand consulting capabilities.
Solid understanding of HR fundamentals including employee relations, performance management, talent development, and talent acquisition.
Excellent communication, active listening, and problem‑solving skills.
Ability to manage sensitive issues with discretion, judgment, and professionalism.
Comfort operating in a fast-paced, dynamic environment with shifting priorities.
Proactive, collaborative, and committed to delivering exceptional HR support.
Ability to travel as needed (up to 10%)

Responsibilities

Serve as the primary HR contact for assigned business groups and leaders, building strong partnerships with leaders and managers.
Coach managers on everyday leadership topics including performance, feedback, communication, delegation, team dynamics, and accountability.
Work closely with leaders in assigned business groups on strategic hires, supporting role definition, capability assessment, candidate evaluation, and alignment to succession and talent strategies.
Support the performance management cycle, ensuring effective goal‑setting, development planning, and meaningful performance conversations.
Partner with the Senior Director on more complex or strategic organizational and people matters.
Serve as the first point of contact for employee relations concerns, performing intake, fact‑finding, and initial assessment.
Document issues, identify trends, and escalate high‑risk or complex matters to the Senior Director.
Promote consistent, fair, and empathetic approaches to addressing workplace concerns.
Support enterprise talent programs, including development planning, succession discussions, and leadership development initiatives.
Guide employees and managers on development resources and career pathways.
Assist in identifying talent strengths, gaps, and follow‑up actions within assigned business groups.
Support implementation of enterprise People programs such as change management, engagement surveys, compensation cycles, leadership and development programs, and organizational initiatives.
Support RMR cultural and engagement programs as assigned, helping drive participation, communication, and activation across assigned business groups.
Collaborate with Centers of Excellence (Talent, Total Rewards, Learning, Talent Acquisition) to ensure seamless HR program delivery.
Assist with training, communication, and adoption of People Team processes across assigned business groups.
Support HR reporting to provide insights for leaders.
Use HR metrics to help identify trends in turnover, performance, development, and ER topics.
Identify opportunities to streamline HR processes and improve employee and manager experiences.
Partner with the Senior Director on strategic initiatives, project execution, and organizational assessments.
Prepare materials and insights for senior leader discussions.
Provide backup support on escalated matters and help ensure consistency in HRBP service delivery.