Senior HR Business Partner

 

GCI's Senior HR Business Partner will support the Chief Human Resources Officer (CHRO) in delivering HR programs and initiatives across assigned business units. Partner with leaders and employees to execute core people processes, drive engagement, and ensure alignment with HR priorities and compliance standards.  ESSENTIAL DUTIES AND RESPONSIBILITIES AT ALL LEVELS:

HR Program Delivery 

• Execute HR processes across assigned business units and functions (e.g., performance management, compensation, engagement, development).
• Collaborate with HR teams (e.g., talent acquisition, compensation, benefits, development) and the Chief Human Resources Officer (CHRO) to deliver consistent HR support and ensure compliance.
• Maintain confidentiality and ensure timely, accurate communication to leaders and employees.
• Identify proposed decisions inconsistent with company culture, values, or standards (to be validated with CHRO) and recommend corrective solutions. 

Workforce Support 

• Partner with leaders to maintain accurate organization and talent data, assist with workforce planning, and monitor staffing needs.
• Take ownership of initiatives aimed at retaining critical and high-potential talent within assigned business units.
• Provide recommendations on workforce, talent, and succession priorities.
• Assist in building a strong leadership pipeline by collaborating with leaders to identify critical roles and succession risks. 
• Support leadership with workforce productivity and cost alignment to budget.

Employee Relations 

• Support employee inquiries, policy interpretation, and basic employee relations case management, ensuring timely, consistent, and risk-mitigated outcomes.
• Conduct and oversee internal investigations, partnering with the CHRO, Compliance, and Legal functions where appropriate. 
• Partner with HR performance management center of excellence and applicable business stakeholders to ensure fair and consistent application of GCI performance standards, including recommendations and support for supervisors, as necessary.
• Escalate complex or high-risk matters to the CHRO for guidance.

Engagement & Development 

• Help implement engagement and development initiatives in partnership with HR teams.
• Proactively seek out opportunities to drive employee engagement and improve culture scores.

Operational Support 

• Provide coordination and reporting support for HR programs, data tracking, and communications across assigned business units.
• Identify opportunities and propose recommendations to improve HR operations and employee experience.
  • Ability to influence without authority by demonstrating leadership skills, building trust, and maximizing relationships across the company.
  • Excellent communication and interpersonal skills with the ability to patiently and accurately articulate information to internal and external audiences, professionally handle inquiries and complaints, and communicate effectively with the team.
  • Strong group presentation skills and ability to conduct effective meetings and training.
  • Working knowledge of federal, state, and local regulations and the ability to accurately interpret Company policies and procedures.
  • Demonstrated HR technical knowledge and skills in recruiting and selection, employee and labor relations, compensation and benefits, personnel research, and organizational development.
  • Demonstrated ability to apply judgment to the resolution of issues, including but not limited to complaint investigations, disciplinary actions, or other Human Resources-related concerns.
  • Strong critical thinking skills with the ability to differentiate significant concerns from less relevant issues; anticipate possible outcomes; understand broad effects of decision making; read non-verbal clues to gain meaning; and recognize underlying agendas.
  • Strong conflict resolution skills with a demonstrated ability to analyze and resolve issues with a neutral and balanced approach.
  • Ability to adapt to a rapidly changing work environment and manage competing demands in a productive manner.
  • Ability to identify and resolve problems in a timely manner, appropriately gather and analyze information, make sound decisions, and implement solutions.
  • Ability to work independently and exercise strong decision-making and prioritization skills when handling multiple routine employee relations issues, assigned projects, and performing other HRBP functions.
  • Demonstrated knowledge of HRIS systems and data analytics tools

COMPETENCIES: