Senior HR Business Partner

Job Summary: 

The Senior Human Resources Business Partner (HRBP) provides core human resources support to assigned client groups, particularly in the areas of performance management, team building, investigations, change management and leadership development. This role directly supports the Manager of Human Resources in an operational lead capacity by adopting agile principles, providing guidance to junior HRBPs, promoting a culture of accountability, and helping deliver a consistent and equitable approach to all employee relation issues across the property. This role will develop and execute special projects, to include trainings, based on their analysis of data to identify and improve HR department initiatives.

 

Supervisory Responsibilities: 

• None. While this position does not have direct supervisory responsibilities, it does act as a mentor or coach within the HR department.

Duties/Responsibilities: 

• High performer who will consistently set the role model example of expected performance and behaviors of senior level, professional individual contributors. 
• Assist Manager in creating, drafting, and reviewing SOPs targeted at HR Playbook development. 
• Serves as first point of contact and first line communications to managers and supervisors regarding general human resources related questions/issues while providing accurate and appropriate information or guidance or escalating as appropriate. 
• Will use past knowledge and experience to effectively manage documentation and investigations of the grievance lifecycle, from intake of initial concerns to resolution.
• Will identify trends at departmental levels for feedback and recommendations. 
• Supports the HRBP team with guidance on using sound judgement in alignment with policy, culture, and discretion when conducting investigations.
• Serves as coordinator to the development and implementation of our records management strategies by ensuring our policies, procedures, SOPs and any other documentation is consistent with our best practices through accuracy and filing.
• Maintains accurate updates of tracking documents with reporting to HR Manager with the ability to effectively analyze and decipher data into actionable solution strategies.
• Will recommend policy reviews, document updates, and ensure document control to include an annual review as well as the archiving and disposing of internal records in cadence with policies.
• Prepare for and represent the company in unemployment and other hearings as required.  
• Conduct on site consultations with department leaders on a broad range of human resource issues including talent planning, career mobility, retention, engagement, work actions, performance management and other related areas focused on developing a high-performing and efficient team.
• Identify and drive the sharing of best practices across the property to facilitate continuous improvement.
• Coach leaders to accelerate leadership effectiveness by applying the leadership skill set to include how to develop and implement engaging work environments and proper HR processes.
• Utilize data analysis from the HR Centers of Excellence (COE) and the HRBP groups to develop, measure, track and analyze key metrics that assure an aligned HR plan with the department and company’s strategic business plan.
• Drive change management practices to enable organizational effectiveness, incorporating diversity & inclusion strategies to maximize our competitive advantage and skills of the workforce. 
• Instruct trainings on site to support frontline leadership in their efforts to foster employee engagement and commitment. This may include topics such as employee relations, conflict resolution, and process/procedure changes.
• Brainstorm and deliver targeted solutions, including strategic planning, visioning, change management and team building. 
• Maintain in depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partner with external/internal counsel as needed/required.
• Understand, apply and teach retention concepts to attract, motivate and retain employees. 
• Ability to influence and manage change and deal effectively with change management initiatives.
•  Facilitate on site strategic people planning meetings with client groups on a biweekly, quarterly, and annual basis.
•  Apply strong cross-functional relationship, influence, and persuasion skills with team members and client groups
• Performs other duties as assigned.

Minimum Education and Experience Requirements:

• Must be 21 years of age or older.
• Bachelor’s degree – Human Resources, Business, Manage