Strategic Human Resources Business Partner

SEI•Upper Providence Township, PA

9d•Hybrid

About The Position

The Strategic HR Business Partner (SHRBP) is a key member of the HR team, responsible for partnering with assigned business unit leaders to drive and execute people-focused strategies that support the organization's business goals. This role requires a deep understanding of the business, strong analytical skills, and the ability to coach and influence senior leaders on complex talent, organizational, and change management issues.

Requirements

Bachelor's degree in Human Resources, Business, or a related field (Master's degree preferred).
At least 7 years of progressive HR experience, with a proven track record as a strategic partner to business leaders.
Strong business acumen and strategic thinking.
Ability to use data and analytics to inform decisions.
Excellent knowledge of talent management, organizational design, and employee relations.
Familiarity with HR technology and digital tools.
Outstanding communication, negotiation, and relationship-building skills.
Proven ability to influence and build trust at all levels of the organization.
Strong coaching and mentoring abilities.
High level of confidentiality, discretion, and professionalism.

Nice To Haves

HR certification (SHRM-CP/SHRM-SCP or PHR/SPHR) is preferred
Experience working in a fast-paced, ambiguous, or entrepreneurial environment is a plus.

Responsibilities

Strategic consulting and partnership: Act as a strategic advisor to business unit leaders, offering guidance and recommendations on HR and business issues.
Translate business needs into actionable HR strategies and initiatives.
Partner with leadership to develop and execute workforce planning, talent management, and succession planning strategies.
Talent management and organizational development: Support leaders in attracting, retaining, and developing top talent within their departments.
Coach and mentor managers on effective leadership practices, performance management, and career development.
Facilitate organizational changes, such as restructurings, to improve productivity and business performance.
Performance and employee relations: Provide expert guidance and support to managers and employees on complex employee relations issues, including investigations and conflict resolution.
Use HR metrics and data to analyze performance trends and advise on solutions for continuous improvement.
Help drive a culture of continuous feedback and high performance.
Change management and communication: Serve as a change agent, helping to facilitate and manage organizational change and transformation efforts.
Ensure that corporate strategies are effectively communicated and executed across teams.
Bridge communication gaps between senior leadership and employees, and advocate for employees' needs.
Compliance and risk mitigation: Maintain an in-depth knowledge of legal requirements related to day-to-day employee management, reducing legal risks for the organization.
Ensure all HR practices and policies within the assigned business unit comply with federal, state, and local regulations.
Partner with legal counsel as needed on complex issues.