Sr. HR Business Partner

Starz•Greenwood Village, CO

1d•$110,000 - $135,000

About The Position

The Senior HR Business Partner provides hands-on HR support to staff-level employees, serving as a strategic partner to operational and business leaders, aligning human resources initiatives with organizational objectives. This role provides guidance and expertise in employee relations, performance management, workforce planning, talent development, compensation administration, compliance, and organizational effectiveness. The Sr. HRBP acts as a trusted advisor to leadership while supporting a positive workplace culture and driving employee engagement across assigned business units.

Requirements

4-6 years of progressive HR experience, including HRBP or HR generalist work.
Demonstrated experience supporting a broad employee population (exempt and non-exempt preferred) in a fast-paced, corporate environment.
Solid skills in employee relations, performance management, coaching, and HR documentation, with a track record of working effectively within established processes and escalation paths.
Comfortable balancing high-touch employee support with a high volume of operational follow-through and administrative tasks.
Good judgment and discretion in handling sensitive information; sound instincts for knowing when to escalate.
Working knowledge of HR compliance basics and employment practices.
Ability to collaborate with employees at all levels.
Strong attention to detail and follow-through.
Bachelor's degree or equivalent experience required

Nice To Haves

HR certification a plus

Responsibilities

Support assigned client groups and staff-level employees as a day-to-day HR point of contact
Coach people leaders on performance expectations, feedback, and day-to-day people decisions, escalating complex or precedent-setting situations to HR leadership.
Apply existing HR policies, processes, and best practices consistently; flag gaps or exceptions for HR leadership review.
Provide input and data to support workforce planning and headcount discussions
Build trusting relationships with employees and leaders; act as a reliable, responsive point of contact for HR support.
Coordinate with shared services teams to ensure the effective delivery of HR programs and services.
Support employee relations matters, including intake, documentation, and coordination of investigations.
Guide managers through routine performance conversations and corrective action steps using established templates and processes; loop in HR leadership on terminations and higher-risk matters.
Help track trends in engagement, turnover, or performance and surface observations to HR leadership.
Support performance management processes, including coaching, goal setting, development planning, and performance improvement plans.
Generating letters and other documentation, such as case notes, performance improvement plans, corrective action notices, and other documents in alignment with internal templates and processes.
Partner with internal recruiters and other managers to support recruitment efforts.
Support onboarding for new hires, including manager guidance (as needed) and employee check-ins to drive early success.
Help employees understand levels, expectations, and growth paths as part of internal mobility conversations.
Partner with the Learning and Development team to support engagement initiatives and help identify employee/manager training needs.
Assist with communicating and implementing organizational changes (team shifts, new people leaders, policy updates) as directed by HR leadership.
Model company values and help foster an inclusive, respectful workplace.