Sr. HRBP

Carson Group•Omaha, NE

20h•Onsite

About The Position

Partner primarily with directors, senior managers, and managers to align people practices with business objectives and workforce needs. Implement and reinforce enterprise talent strategies, organizational development frameworks, and human resources programs within assigned business areas. Coach leaders on employee relations, performance management, talent development, succession planning, workforce planning, and day-to-day leadership effectiveness. Facilitate talent processes and organizational changes that strengthen team performance, leadership capability, and the stakeholder experience. Identify opportunities to improve manager and employee experiences through clearer workflows, stronger resources, and effective self-service solutions. Collaborate with internal partners to ensure consistent execution, adoption, and application of enterprise people practices.

Requirements

Bachelor’s degree in human resources, business administration, organizational development, a related field, or equivalent experience required.
Minimum of six years of progressive human resources, employee relations, HR business partner, or related experience required.
Experience partnering with and advising directors, senior managers, and managers on employee relations, performance management, talent development, and organizational effectiveness required.
Experience implementing enterprise talent strategies, organizational development frameworks, or HR programs within assigned business areas required.
Experience facilitating talent reviews, development planning, succession planning, or workforce planning processes required.
Experience conducting complex investigations and supporting organizational changes or cross-functional HR initiatives required.
Knowledge of employment laws, HR policies, employee relations practices, performance management processes, and risk mitigation strategies required.
Ability to apply enterprise frameworks and translate people strategies into practical solutions for leaders and teams required.
Ability to identify workflow, resource, and self-service improvements that strengthen the manager and employee experience required.
Ability to build influential relationships with leaders and establish credibility as a trusted business partner required.
Strong judgment, discretion, communication, consultation, problem-solving, influencing, and coaching skills required.

Nice To Haves

SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.

Responsibilities

Build strong relationships primarily with directors, senior managers, and managers to understand business priorities, team dynamics, workforce needs, and organizational goals.
Develop a strong understanding of assigned business operations to provide practical guidance aligned with enterprise talent strategy.
Coach leaders on day-to-day leadership effectiveness, communication, engagement, team dynamics, and complex people decisions.
Anticipate workforce challenges and recommend actions that support team performance and business outcomes.
Escalate enterprise-wide or highly complex organizational needs to the appropriate internal leaders while supporting implementation within assigned business areas.
Apply enterprise organizational development frameworks and methodologies within assigned business areas.
Partner with leaders to evaluate team structure, role clarity, staffing needs, workflows, and opportunities to improve organizational effectiveness.
Support organizational changes by assessing workforce impacts, coordinating implementation activities, and reinforcing clear communication.
Help leaders translate enterprise strategies into practical actions appropriate for their teams.
Monitor adoption and identify barriers that may affect consistent execution.
Advise leaders on employee relations matters, including workplace concerns, performance issues, policy interpretation, conflict resolution, corrective action, and investigations.
Conduct or support investigations and recommend appropriate actions based on applicable policies, employment laws, organizational practices, and identified risks.
Coach leaders on effective documentation, consistent decision-making, and proactive issue resolution.
Identify patterns within assigned business areas and recommend actions that improve the employee experience and reduce organizational risk.
Partner with internal stakeholders on sensitive or complex matters requiring specialized support.
Facilitate talent reviews, development planning, and succession processes within assigned business areas using established enterprise frameworks.
Partner with leaders to assess performance, potential, leadership readiness, skill gaps, and succession needs.
Coach leaders in developing practical plans that strengthen employee capabilities, leadership pipelines, retention, and organizational readiness.
Track agreed-upon development and succession actions and reinforce leader accountability for execution.
Elevate significant talent risks and enterprise development needs for broader consideration.
Guide leaders through performance management processes involving goal setting, feedback, documentation, performance improvement, and development conversations.
Apply enterprise workforce planning methodologies to help leaders evaluate current staffing, future capabilities, position needs, and organizational changes.
Support leaders in making consistent, well-informed talent decisions throughout the employee lifecycle.
Analyze workforce information and business trends to identify risks, opportunities, and recommended actions.
Coordinate with internal partners on position changes, staffing strategies, and other workforce solutions.
Implement and reinforce enterprise HR programs, initiatives, and processes across assigned business areas.
Partner with internal stakeholders to deliver coordinated support related to compensation, benefits, talent acquisition, onboarding, engagement, compliance, and employee development.
Identify manager and employee experience improvements, including opportunities to simplify workflows, clarify resources, and expand effective self-service options.
Represent business-area needs and feedback in the continued improvement of enterprise programs and practices.
Monitor execution and adoption to promote a consistent stakeholder experience.
Perform additional tasks, duties, and responsibilities as needed or assigned by leadership to support departmental and organizational objectives.