Sr. Business Partner, Human Resources

Primient•Schaumburg, IL

1d•$139,452 - $174,315

About The Position

The Senior Business Partner, HR, which sits within the HR department, is a mid-level HR partner who collaborates with their designated business unit or site. This role is responsible for the co-creation and execution of a business unit/site People Strategy that is aligned with both overall goals of Primient and the business unit by working with business leaders to develop actionable HR strategies, implementing effective HR programs, and providing expert guidance on topics like compensation, people development, training, and legal compliance. The role adds value by enabling effective alignment, integration and change support (including new business integration, M&A, and organizational design ), helping leaders and their people manager navigate complexity , change, and ambiguity at pace .

Requirements

5+ years of work experience in a broad range of HR functional areas (required)
Organizational design
Business acumen
HR management best practices
Compliance and labor law
HR Investigations
HR policies and procedures
Strategic HR partnership; new business integration/M&A; complex change leadership
Data analysis & interpretation
Time management & prioritization
Relationship building and development
Cultural sensitivity
Project management
Conflict management
Critical thinking
Excellent verbal & written communications
Influential leadership
Group facilitation
Strategic & future focused
Comfort with ambiguity; integration-minded
Accessible
Committed to DEIB
Resilient
Empathetic
Cultural Stewardship

Nice To Haves

2+ years of experience in employee relation (preferred)
Strategic HR support for new business integration and/or M&A; leading complex change (preferred)
1+ years of Workday experience (preferred)

Responsibilities

Strategic Alignment: Collaborate with business leaders to shape and deliver people strategy that supports business objectives , growth, and integration priorities.
Integration & Strategic Developments (e.g., M&A): Partner with business and HR leaders to plan and execute people-related integration objectives during strategic developments (e.g., new business integration, mergers and acquisitions), including culture, organization design, communications, and alignment of key people processes.
Talent Management: Oversee onboarding, support career development initiatives, and collaborate with Talent Acquisition throughout the recruitment processes.
Change Management: Support leaders and employees through complex change, ambiguity, and organizational transitions (including integration efforts) by providing guidance, clear communication, and practical tools that sustain engagement and performance.
Employee Relations: Address employee concerns, mediate conflicts and foster a positive work environment through effective communication and conflict resolution .
Policy Development and Compliance: Create, update and ensure compliance with company policies and laws and regulations.
Coaching and Consulting : Provide HR advice and guidance to department leaders, leveraging HR expertise to enhance leadership effectiveness.
Drive HR Initiates and Processes : Collaborate with HR colleagues to implement strategic HR initiatives and optimize HR processes to support organizational goals.
Drive HR KPIs: Partner with respective teams to develop, monitor and achieve HR KPI metrics for those groups and develop mitigation plans when needed.
Promote Diversity, Equity, Inclusion and Belonging: Promote diversity in the workplace through inclusive hiring practices and initiatives to engage and retain talent .
Be a culture ambassador driving the adoption and adherence to our Primient standards.