Sr. Human Resources Business Partner

Mazda North American Operations

1d•$108,900 - $166,125•Remote

About The Position

The Senior Human Resources Business Partner (Sr HRBP) serves as a strategic business partner and trusted advisor to assigned business units and their leaders. The role provides expert, independent guidance on employee relations, talent management, workforce planning, compensation, performance management, benefits, recruitment, and compliance with employment laws and company policies. It works closely with HR and business leadership to shape and drive people strategies that optimize organizational structure, culture, and performance while supporting business results and a positive work environment. The Sr HRBP independently advises senior leaders on complex and ambiguous people matters, analyzes workforce data, and develops and implements solutions. The role leads workforce planning, organizational design, succession and development planning, structural and cultural change, performance management, employee relations investigations, and compensation recommendations. It also supports HR program implementation and administration, maintains headcount and organizational reporting, partners with HR teams on enterprise solutions, and mentors less experienced HRBPs. This role supports remote work in the states listed in the posting and requires 20% domestic driving travel. The stated pay range is $108,900 to $166,125, with salary determined by factors including education, experience, knowledge, skills, abilities, internal equity, and market data. The posting refers applicants to MNAO’s comprehensive benefits package but does not list specific benefits.

Requirements

At least 8 years of progressive experience in human resources roles.
At least 5 years of experience in an HR Business Partner or related role directly supporting senior leadership, with demonstrated ability to operate independently.
At least 2 years of experience providing strategic HR recommendations and innovative solutions for complex business and operational challenges with minimal oversight.
Direct work experience supporting California-based operations and strong comprehension of California employment law.
Deep, cross-functional knowledge of HR areas including compensation, benefits, workforce planning, talent development, and performance management.
Working knowledge of employment laws and regulations, including the ability to interpret and apply them in complex, ambiguous, or high-risk situations.
Advanced knowledge of HR principles and practices and the ability to exercise sound independent judgment on complex and ambiguous matters.
Ability to maintain the highest degree of professionalism and strict confidentiality with highly sensitive information.
Integrity and trustworthiness, with the ability to provide sound guidance with minimal direction.
Ability to drive HR strategies and programs from concept through execution.
Consultative and relationship-building skills, including the ability to establish credibility as a trusted advisor to organizational leaders.
Strong interpersonal skills, including collaboration, influence, negotiation, conflict resolution, and coaching across all levels.
Strong analytical and problem-solving skills and ability to navigate ambiguity and complexity.
Strong business acumen and ability to translate business strategy into workforce priorities that improve organizational effectiveness and business performance.
Organization and results orientation, with the ability to prioritize and manage multiple complex initiatives simultaneously.
Outstanding verbal, listening, and written communication skills.
Proficiency in Microsoft Office, including Word, Excel, and PowerPoint.
Proficiency with applicant tracking systems and HRIS.
Bachelor’s degree in Arts/Sciences (BA/BS) in Human Resources Management is listed as preferred, not required.

Nice To Haves

Bachelor’s degree in Arts/Sciences (BA/BS) in Human Resources Management.
SHRM Certified Professional (SHRM-CP), preferred upon hire.
SHRM Senior Certified Professional (SHRM-SCP), preferred upon hire.
Professional in Human Resources (PHR), preferred upon hire.
Senior Professional in Human Resources (SPHR), preferred upon hire.
Experience with Workday.

Responsibilities

Serve as the primary HR contact and strategic advisor for assigned business units on recruitment, employee relations, benefits, compensation, performance management, and talent development.
Anticipate business needs and advise leaders on people implications, including culture, retention, development, and risk.
Influence leadership discussions with proactive insights, challenge assumptions when appropriate, and recommend people strategies aligned with business objectives.
Gather and analyze workforce data, including turnover, employee satisfaction surveys, and exit interview feedback, and use it to develop and implement solutions.
Advise independently on complex or ambiguous people and organizational challenges, recommending and implementing solutions to improve performance, retention, and engagement.
Represent client group interests within HR initiatives while balancing business needs with broader HR strategy and objectives.
Lead management in developing and implementing departmental development and succession plans aligned with talent strategy.
Lead workforce structure changes, including job description development, risk assessment, change management, and communications.
Partner with business leadership and Talent Acquisition throughout recruitment and onboarding, identifying and addressing staffing needs.
Advise on base pay recommendations for assigned client groups, assessing business, organizational, and talent considerations and ensuring alignment with compensation programs and guidelines.
Lead organizational design and capability building to support business goals.
Guide leaders and teams through complex structural and cultural change and support change adoption.
Consult with leadership on year-round performance management activities, including goal setting and performance processes.
Coach and train managers on performance management and development, and advise on disciplinary actions in accordance with company policy.
Advise employees and managers on complex or sensitive employee relations matters, coaching, and conflict resolution.
Lead and conduct thorough, objective investigations into complex or high-risk employee relations issues; document findings and ensure resolutions align with policy, legal requirements, and best practices.
Lead employee separation activities in alignment with business, Legal, and HR management.
Coach senior leaders on leadership effectiveness, organizational dynamics, team performance, and complex people decisions.
Interpret HR policies in complex or ambiguous situations and provide guidance supporting compliance and the workforce.
Support implementation of HR programs, policies, and change initiatives, providing input into design and supporting effective adoption.
Partner with HR functional teams to deliver integrated, scalable enterprise solutions and help shape enterprise HR programs and policies.
Take an active leadership role in assigned cross-functional HR projects and initiatives.
Serve as a subject matter expert to the broader HR team, providing guidance, best practices, and consultative support as needed.
Maintain current and accurate headcount reports and organizational charts for assigned client groups.
Handle HR activities for assigned client groups, including transfers, job changes, and ad hoc reporting, while ensuring timely and accurate administration, data integrity, and policy compliance.
Mentor and coach less experienced HRBPs, sharing best practices and consultative guidance.
Perform other duties as assigned and comply with all policies and standards.