Senior People Performance Business Partner

Techpro Power Group Inc•Tampa, FL

3d•$120,000 - $145,000•Onsite

About The Position

The Senior People Performance Business Partner leads Human Resources strategy and execution across a designated territory encompassing multiple sites, business units, or acquired entities. The role translates business priorities into people strategies across workforce planning, organizational effectiveness, talent, performance, employee relations, retention, and change. The Senior People Performance Business Partner works closely with business leaders and HR Centers of Excellence to deliver consistent enterprise practices while addressing the unique workforce needs of the business.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field
8-10+ years of progressive HR leadership experience, including experience mentoring or managing other HR professionals.
Demonstrated experience leading org design, workforce restructuring, or M&A integration initiatives.
Experience managing, developing, or mentoring direct or indirect reports, such as HR Generalists or HRBPs.
Outstanding communication and presentation skills, including experience presenting to senior and executive leadership.
Ability to adapt to a dynamic environment and support multiple locations and business units.
Strong sense of urgency with a focus on execution and follow-through.
Keen attention to detail and accuracy.
Proficiency in Microsoft Office suite, including Excel, Word, PowerPoint, and Outlook.
Comprehensive knowledge of human resources principles, practices, and employment laws at the local, state, and federal levels.
Excellent interpersonal, verbal, and written communication skills with the ability to build relationships across all levels of an organization.
Strong analytical skills with the ability to assess challenges, develop solutions, and align HR strategies with business objectives.
Exceptional organizational skills with the ability to manage multiple priorities, projects, and deadlines in a fast-paced setting.
Demonstrated ability to build trust and influence with operational leaders, including those initially skeptical of HR involvement.
Experience using HR analytics and people data (e.g., turnover, engagement, time-to-fill) to drive decisions in partnership with operational leadership.

Nice To Haves

HR certification (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP) strongly preferred.
English/Spanish bilingual proficiency is a plus but not required.
Willingness to travel as needed.

Responsibilities

Partner with senior leaders and managers to develop and execute both long-term and short-term people strategies that directly support and enable business objectives across the region.
Lead org design, workforce planning, and restructuring initiatives within the region, including in support of M&A integration efforts.
Partner with leaders and the Employee Relations & Compliance team on complex or sensitive employee matters, helping assess risk, determine the appropriate response, and coach leaders through resolution.
Provide mentorship, coaching, and day-to-day guidance to HR team members within the region, including oversight of their development and workload.
Drive effective performance management within the business, coaching leaders on goal setting, feedback, performance improvement, talent calibration, and accountability in alignment with enterprise practices.
Partner with the Employee Relations & Compliance team to identify and address employment-related compliance risks within the business and reinforce consistent application of company policies and practices.
Identify leadership and workforce capability needs and partner with Talent Development and business leaders to deploy appropriate development solutions.
Provide strategic guidance and support to managers and employees on complex HR-related matters.
Partner with leadership to develop and embed an organizational culture that creates both an unmatched employee and customer experience.
Lead change acceleration efforts to drive broad organizational change, including through periods of restructuring or integration.
Represent HR in cross-functional and business leadership meetings, delivering HR metrics, workforce analytics, and strategic recommendations.
Partner with leaders and employees within the region to create a positive and serving work environment.
Proactively partner with Operations managers and Talent Acquisition on workforce needs, including talent market briefings, candidate selection, and recruiting effectiveness, using time-to-fill, acceptance, and other talent data to identify barriers and improve outcomes.
Equip Operations managers with retention tools such as stay-interview guides, attrition analysis, and early burnout indicators, while holding them accountable for retention outcomes on their teams.
Drive succession planning in partnership with Operations, structuring the talent review process and holding Operations accountable for named successors and active development plans for key roles.
Lead recurring (at minimum quarterly) workforce planning sessions with Operations leadership, pairing HR talent analysis with Operations demand forecasts to build a joint staffing and development plan.
Coach Operations managers through difficult conversations, including performance improvement plans and calibration discussions, ensuring fair and consistent evaluation across teams.
Coach Operations leaders to recognize and address employee relations issues early, partnering with Employee Relations & Compliance on complex, sensitive, or higher-risk matters and reinforcing lessons learned with leaders following resolution.
Translate engagement and culture survey data into team-level, actionable insights for Operations managers, including trend debriefs and follow-up on action plan commitments.
Partner with Operations leaders and the Compensation and Benefits teams on compensation and total rewards decisions, helping leaders understand market positioning, internal equity, and enterprise programs.
Champion diversity, equity, and inclusion practices with Operations, coaching managers on inclusive hiring and day-to-day decision-making.
Partner with Operations to build proactive health, safety, and compliance cultures, positioning HR as a partner rather than solely a policy enforcer.
Partner with Operations and HR COEs to ensure effective onboarding and offboarding experiences, using new-hire and exit insights to identify opportunities to improve retention and employee experience.
Build credibility and influence with Operations managers, including those initially resistant to HR involvement, through data-driven conversations, hands-on partnership, and a genuine understanding of operational priorities.