SR HR BUSINESS PARTNER

branchgroup

20d

About The Position

Branch Group is seeking a dynamic, results-driven Senior Human Resources Business Partner (Sr. HRBP) to join our team.  The Sr HRBP serves as a strategic advisor to the business unit leaders to align human capital strategies with organizational goals. The Sr.HRBP will provide trusted guidance on a range of HR functions including employee relations, change management, compliance, progressive discipline, performance management, succession planning, compensation and job description development. This position will report to the Chief Human Resource Officer.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field required
8+ years of progressive Human Resources experience, including senior-level HR Business Partner responsibilities
Demonstrated experience in compensation fundamentals, job evaluation, and job description development
Experience supporting leaders in a complex, fast-paced, or growth-oriented organization
Strong understanding of compensation principles, job architecture, and pay equity
Expertise in developing clear, competency-based, and compliant job descriptions
Solid knowledge of employment law and HR best practices
Excellent consulting, coaching, and relationship-building skills
Strong analytical skills with the ability to use data to inform decisions

Nice To Haves

CP/SCP (PHR/SPHR) or other HR certification
Master's degree in Human Resource Management or related field a plus

Responsibilities

Serve as a trusted advisor to senior leaders on workforce strategy, organizational design, talent planning, and employee relations.
Translate business objectives into people strategies that support growth, performance, and culture.
Partner with leaders to proactively identify workforce risks and opportunities.
Lead or support the development, review, and maintenance of job descriptions, ensuring clarity of scope, competencies, and accountability.
Partner with Total Rewards and Leadership to align job descriptions with job architecture, career frameworks, and leveling structures.
Provide consultation on compensation-related matters including job evaluations, market pricing, internal equity, and pay decisions.
Support annual compensation planning processes, including merit, incentive, and promotional adjustments.
Ensure compensation practices comply with federal, state, and local regulations (e.g., FLSA, pay transparency).
Partner with leaders on talent assessment, succession planning, and development action plans.
Support performance management processes, including goal setting, feedback, and performance improvement.
Identify learning and development needs and collaborate on solutions that build leadership and functional capability.
Provide guidance and support on employee relations matters, ensuring fair, consistent, and legally sound outcomes.
Coach leaders on effective people management, conflict resolution, and engagement strategies.
Support initiatives that foster an inclusive, high-performance culture.
Lead or support organizational design, role clarity, and change management initiatives.
Ensure HR practices align with company policies, employment laws, and best practices.
Contribute to the development and continuous improvement of HR programs, policies, and processes.
Maintain confidentiality and exercise sound judgment in sensitive matters.