Sr. Human Resources Business Partner

Job Description

Job Description

Sr. HR Business Partner

Department: Human Resources

Reports To: VP, Human Resources

FLSA Status: Exempt

The HR team is instrumental in the growth and evolution of Highlights. Our mission is to support every member of the Highlights community in becoming their best selves, by creating and fostering a high-performance culture and climate, that people aspire to join, where they desire to grow and choose to stay.

The Senior Human Resources Business Partner (Sr. HRBP) serves as a strategic advisor and hands-on partner to business leaders, helping the organization achieve its objectives through effective leadership, workforce planning, talent strategies, and organizational effectiveness.

This role partners with business leaders at all levels of the organization to translate business strategy into people priorities and ensure the successful execution of enterprise talent, leadership, and workforce initiatives. The Sr. HRBP works closely with Centers of Excellence, including Talent Development and Total Rewards, to bring enterprise people strategies to life within assigned client groups.

The successful candidate combines strategic thinking with practical execution and is equally comfortable influencing organizational decisions, coaching leaders, resolving complex people issues, and driving change.

Key ResponsibilitiesStrategic Business Partnership

• Serve as a trusted advisor to business leaders on organizational, leadership, workforce, and talent matters.
• Translate business objectives into actionable people strategies and priorities.
• Influence leadership decisions through business acumen, data, organizational insight, and sound judgment.
• Identify organizational risks and opportunities and proactively develop solutions that support business performance.
• Partner with leaders to strengthen organizational capability required to achieve business objectives.

Workforce Planning & Talent Management

• Partner with business leaders to assess future workforce needs, capability gaps, and succession risks.
• Facilitate talent reviews, succession planning discussions, and workforce planning activities within assigned client groups.
• Collaborate with the Talent Development team to implement enterprise talent, leadership, and performance management frameworks.
• Partner with leaders to improve talent outcomes, leadership effectiveness, and succession readiness while providing constructive challenge and accountability where appropriate.
• Monitor talent trends and organizational health indicators and recommend actions to strengthen outcomes.

Leadership Effectiveness

• Coach leaders at all levels of the organization on leadership effectiveness, team performance, talent decisions, and organizational challenges.
• Support leaders in building high-performing, accountable, and engaged teams.
• Provide candid feedback and perspective that helps leaders make better people and organizational decisions.
• Partner with Talent Development to identify leadership capability needs and support development initiatives.

Organizational Effectiveness & Change Leadership

• Partner with leaders on organizational design, role clarity, team effectiveness, and change initiatives.
• Diagnose organizational challenges and recommend solutions that improve effectiveness and business performance.
• Support implementation of organizational changes and enterprise initiatives.
• Drive adoption of talent, leadership, and organizational effectiveness programs within assigned client groups.

Business Partnership & Execution

• Partner with leaders at all levels to address employee, leadership, and organizational challenges.
• Provide guidance on performance management, employee relations, workforce decisions, and organizational changes.
• Balance strategic priorities with operational needs to support business outcomes.
• Ensure effective execution of talent, performance, engagement, and people initiatives.
• Maintain a strong understanding of day-to-day business realities and workforce challenges.

Employee Relations & Risk Management

• Provide guidance and support on employee relations matters, investigations, performance issues, and workplace concerns.
• Partner with leaders to address complex employee situations while balancing business objectives, employee experience, and risk mitigation.
• Ensure employment decisions align with company values, policy, and legal requirements.
• Escalate significant organizational or employee risks appropriately.

Success in this role will be measured by:

• Leadership capability improvements within assigned client groups.
• Quality and effectiveness of workforce planning and succession discussions.
• Strength of succession pipelines and organizational readiness.
• Organizational effectiveness and team performance outcomes.
• Successful adoption and execution of enterprise talent and leadership initiatives.
• Manager capability and confidence.
• Employee engagement, retention, and organizational health indicators.
• Effective resolution of employee and organizational issues.
• Credibility and influence with business leaders.
• Sound judgment regarding escalation, risk management, and decision-making.

Education and Experience:

• 8+ years of progressive Human Resources experience, including strategic business partnership with leaders.
• Experience supporting directors, senior leaders, and business leadership teams.
• Experience balancing strategic HR partnership responsibilities with hands-on execution.
• Experience facilitating talent reviews, succession planning, workforce planning, and organizational change initiatives.
• Experience coaching leaders and managers at multiple organizational levels.
• Experience managing employee relations, performance management, and organizational issues.
• Experience working within a Center of Excellence model and partnering across HR functions.

Physical Requirements:

• Prolonged periods sitting at a desk and working on a computer.

Reasonable Accommodation Notice Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.