Sr. HR Business Partner

Glanbia•Sharonville, OH

15d

About The Position

The Sr. HR Business Partner serves as a strategic advisor to business and site leaders, translating business priorities into integrated people, talent, and organizational strategies that enable performance and sustainable growth. The role leads workforce, talent, and succession planning; strengthens leadership capability and internal talent pipelines; and supports organizational effectiveness, change, employee engagement, and culture. In partnership with HR Centers of Excellence, the role delivers relevant, high-quality HR programs and solutions, uses data and business insights to inform decisions, and provides guidance on complex employee relations, compliance, and organizational risk. The Sr. HRBP also coaches leaders and colleagues to strengthen accountability, performance, and the overall employee experience.

Requirements

Bachelor’s degree required, preferably in Human Resources, Business Administration, or a related field.
5–7 years of progressively responsible HR experience, including experience operating at a manager or HR business partner level with increasing scope.
Demonstrated managerial experience in a manufacturing or shift-based workforce environment.

Nice To Haves

Professional HR certification, such as SHRM-CP, SHRM-SCP, PHR, or SPHR.

Responsibilities

Partner with business leaders to diagnose current and future people and organizational needs and translate business priorities into an integrated HR strategy and actionable workforce plan.
Create and monitor individual development, career, and retention plans; identify capability gaps and experiences needed to strengthen internal pipelines, improve bench strength, and reduce succession risk.
Lead talent and succession planning, including talent reviews, identification and calibration of high-potential and critical talent, leadership-readiness assessments, and development of diverse succession slates for critical roles.
Advance workforce planning and organizational effectiveness by assessing structure, capabilities, spans, roles, and future talent requirements against business strategy.
Serve as a trusted advisor to business and functional leaders, offering objective counsel, constructively challenging assumptions, influencing decisions, and recommending practical solutions.
Maintain business literacy, including understanding the business unit’s financial position, mid-range plans, operating environment, culture, and competitive landscape.
Use dashboards, reporting, and qualitative and quantitative insights to identify trends, evaluate risk, inform decisions, and drive continuous improvement in performance, retention, talent, and employee experience.
Lead delivery of HR strategies, programs, and processes aligned with business and HR priorities, partnering with Centers of Excellence to implement relevant, high-quality solutions.
Act as the primary HR partner and point of accountability for the quality, relevance, and performance of HR services provided to the business, while ensuring appropriate direct engagement from HR specialists.
Build leadership capability through ongoing coaching, feedback, and development that strengthen performance management, accountability, employee engagement, and high-performing teams.
Lead complex employee relations matters, including investigations, progressive discipline, performance improvement plans, and voluntary and involuntary separations, with sound judgment, consistency, compliance, and appropriate risk mitigation.
Ensure compliance with company policies and applicable federal, state, and local regulations, and coordinate responses to EEOC, DOL, and other agency inquiries or charges.
Promote a strong organizational culture by integrating Glanbia values into leadership practices, talent decisions, and employee experience.
Coach leaders and colleagues to strengthen accountability, performance, and the overall employee experience.