Sr. HR Manager, Business Partner
About The Position
As the HR Business Partner, you will serve as a trusted advisor and conduct between senior business leaders and the HR function. This role advocates business needs, translates those needs into viable people solutions, and navigates HR programs, policies, and systems to enable outcomes that are compliant, scalable, and aligned with enterprise standards. Every day, this position will support R1's talent and culture agenda by partnering with business units to address day-to-day talent issues and act as a key liaison between HR and the business. To thrive in this role, you must demonstrate strong business partnership skills and execution capabilities in your current and previous roles. You should have experience supporting HR procedures, policies, and contributing to the implementation of HR strategies and initiatives. The ideal candidate is a seasoned HR professional who enjoys being close to the work, solving practical problems, and creating order in a fast-moving environment. They are comfortable rolling up their sleeves to build spreadsheets, pull data, create org charts, and manage HR project execution while partnering with VP and Sr Dir level leaders in HR initiatives that drive R37 to success. This person should be confident enough to support leaders independently, humble enough to collaborate closely with HR leadership and COEs, and organized enough to keep multiple priorities moving without needing every step defined. They should bring sound HR judgment, strong follow-through, and a service-oriented approach to helping R37 teams scale.
Requirements
- Bachelor's degree – Equivalent experience will be considered.
- Minimum of 7 years of experience working across HR pillars in a generalist or similar role.
- Progressive HR experience in a fast-paced, high-growth service business with knowledge demands of a distributed workforce in a customer-centric environment.
- Experience working in a matrixed HR operating model with HR COEs and a centralized support team structure.
- Strong relationship and consultancy skills with business leaders at various levels. Excellent communication, collaboration, and relationship-building skills.
- Strong technical expertise, particularly in Excel and PPT, with experience creating org charts, project plans, leader-ready summaries, process documentation, and HR operating materials.
- Working knowledge of core HR disciplines, including proven experience in staffing and recruiting, employee relations, compensation, organizational development, performance management, and basic employment law.
- Ability to balance tactical execution with strategic context, ensuring work is both detail-oriented and aligned to broader business priorities.
- Solid interpersonal, coaching, and influencing skills with demonstrated conflict-resolution abilities.
- Project coordination and support skills (e.g., work planning, resource coordination), including the ability to facilitate and support cross-functional groups.
- Good business acumen and analytical skills with an understanding of operational environments.
- Experience supporting change management initiatives.
Nice To Haves
- PHR preferred but not required.
- Organizational design experience or exposure preferred.
Responsibilities
- Support business-minded HR leadership by contributing to HR's measurable impact on business success and key metrics (revenue growth, profitability, market share, customer service, etc.).
- Assist in translating strategic and tactical business plans into actionable HR operational plans.
- Support organizational change initiatives by helping to implement changes required by the business to meet customer and strategic needs.
- Contribute to R1's talent and inclusion agenda by supporting business partnerships and helping track progress against goals and aspirations.
- Collaborate with business leaders and HR team members in the implementation of firm-wide and business unit initiatives.
- Partner with leaders and HR Centers of Excellence (COEs) to support approaches that maximize employee performance through coaching & feedback processes, employee development programs, and training initiatives.
- Support and participate in various HR cross-functional initiatives and projects.
- Provide support and analysis for business unit restructures, workforce planning, and succession planning activities.
Benefits
- competitive benefits package
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What This Job Offers
Job Type
Full-time
Career Level
Manager
