Sr. Human Resources Business Partner

Direct Travel•Remote,

About The Position

The Senior HR Business Partner is an experienced strategic advisor and self-starter who partners with senior leaders and people managers. Reporting to the Senior Manager, Human Resources, this role develops and advances people strategies that align with Direct Travel’s business objectives, foster a positive and productive work environment, improve organizational effectiveness, and support a strong employee experience. The Senior HRBP applies business acumen, operational excellence, and HR expertise to influence leadership decisions, manage change, and scale people practices in a fast-paced, global environment. The position supports client groups across the United States, Canada, and other countries as needed, works with a high degree of autonomy, and builds collaborative relationships across the organization.

Requirements

Bachelor’s degree in human resources, business administration, or a related field.
8–12+ years of progressive HR experience, including significant experience as an HR Business Partner or Advisor supporting senior leaders and large client groups.
Demonstrated success partnering with leaders in large, complex, fast-paced, changing environments, such as organizations with 1,000+ employees.
Experience supporting large client groups of 500+ employees.
Ability to operate in a fast-paced, high-growth, or transformative environment.
Experience leading and supporting organizational change initiatives and managing ambiguity.
Strong consulting, coaching, and influencing skills with senior leadership.
Strong business acumen and ability to connect people strategy to financial and operational outcomes.
Strong consultative and advisory skills, including the ability to build trust and influence leaders.
Excellent analytical and problem-solving skills and a data-driven approach to decision-making.
Advanced employee relations expertise.
Expertise in change management, organizational design, talent planning, and succession planning.
Ability to interpret data and trends and communicate insights effectively.
Strong judgment, confidentiality, and integrity.
Excellent communication, coaching, and facilitation skills.
Strong organizational skills and ability to manage multiple clients and priorities simultaneously.
Proficiency in Microsoft Office Suite, including Word, Excel, and PowerPoint.
Experience with data analysis and presenting metrics to drive decision-making.

Nice To Haves

Strong working knowledge of U.S. and Canadian employment law and HR practices.
Knowledge of Canadian and/or U.S. employment regulations and hiring practices.

Responsibilities

Partner with assigned business leaders to understand business goals and challenges and translate them into actionable HR strategies and solutions.
Advise on workforce planning, talent acquisition strategies, performance management, succession planning, and leadership development.
Use data, insights, and HR metrics to identify trends, diagnose organizational issues, and inform decisions.
Work with people managers to develop workforce plans, plan hiring needs, and address critical gaps and issues proactively.
Partner with Centers of Excellence and HR peers to align and deliver integrated, efficient solutions.
Facilitate positive employee experiences throughout the employee life cycle.
Identify opportunities to improve organizational structure, processes, and culture, and support change management initiatives.
Support talent planning, workforce forecasting, capability building, and identification of critical value roles.
Support high-potential leader development, development plans, and coaching initiatives.
Support large, multi-level organizations through growth, restructuring, and transformation.
Champion company culture and values and implement initiatives to improve engagement, morale, and retention.
Coach and guide leaders and employees on career development, team dynamics, and effective communication.
Partner with the Senior Manager, HR, on complex change initiatives, including reorganizations, acquisitions, and transformations.
Partner with people leaders on organizational transitions, mergers, acquisitions, and integrations, reinforcing company culture and values during change.
Ensure consistent application of practices across client groups.
Improve HRBP and ADP Lyric/Workday processes, workflows, and tools to enhance efficiency and scalability.
Use ADP Lyric/Workday and people analytics to build reports, assess organizational health, and recommend action plans.
Track metrics, streamline data management, automate routine tasks, and help standardize HRBP templates, tools, and scorecards.
Collaborate with HR Centers of Excellence to deliver scalable HR solutions.
Partner with Compensation and Benefits COEs on competitive compensation practices, benefits administration, and recognition programs.
Help people leaders address performance issues fairly, promptly, and effectively.
Provide guidance and resolution on complex employee relations matters, including investigations, disciplinary actions, and conflict resolution.
Interpret and implement HR policies, procedures, and programs, ensuring compliance with applicable employment laws and regulations.
Coach leaders on risk mitigation, performance management, and corrective action plans.
Educate the business on policy, employment law, and effective communication to mitigate organizational risk.