Senior HR Business Partner

Workiva is growing and so is our HRBP team! We are looking for a Senior HR Business Partner (Sr. HRBP) to support our Product Development teams.  As a Sr. HRBP you will embedded with the business, acting as a trusted adviser and thought leader to the leadership team: coaching senior leaders, managers, and employees, and aligning talent priorities to business objectives. This includes ensuring the team is optimally structured, supporting employee development, and planning/executing strategic HR initiatives. This person will be an expert at driving large-scale change management in a fast-paced, high-growth environment. This role also includes responsibilities for regular talent activities (performance cycles, compensation planning, engagement surveys, etc), performance, and employee relations matters.

Summary

The Senior HR Business Partner will partner with assigned internal client groups to understand short-term and long-term business goals and to develop and deliver talent management programs and solutions in support of them. This role has responsibilities for matters including but not limited to employee relations, change management, employee engagement, coaching, retention, compensation and talent management. The Senior HR Business Partner plays a critical role in nurturing the Workiva culture by encouraging positive relations between employees and by modeling open communication and effective teamwork.

Responsibilities:

• Establish excellent relationships with business leaders and employees in assigned internal client groups to build an understanding of their strategies, challenges, opportunities, and needs.

• Develop effective collaborative partnerships with assigned internal client groups and across the HR team to ensure consistent alignment with goals and priorities and to develop and implement effective solutions.

• Analyze data, metrics, and trends in partnership with business leaders to make informed decisions.

• Influence talent decisions by keeping a pulse on the business, market, and industry trends.

• Identify gaps in current talent and help leaders anticipate and plan for future needs.

• Coach management on people-related matters including employee relations, conflict resolution, company policy interpretation, and management principles.

• Conduct investigations and resolve employee issues.

• Provide guidance, coaching, and advice in performance-related matters. Ensure legal compliance and mitigate risk.

• Act as a genuine and trusted DEIB champion for employees and a change champion for the organization.

• Update and monitor adherence to HR policies/procedures and timelines; ensure legal compliance

• Foster the company’s employee-centric culture, encouraging open and transparent communications.

• Support organizational design decisions and contribute to change management and communication plans.

• Implement employee engagement activities for client group.

• Contribute to the design and implementation of integrated talent solutions that drive positive changes across the organization.

What You’ll Need

Education:

• Bachelor's degree in Business Administration, Human Resources, or related field.

Experience:

• 6+ years progressive responsibility in human resources disciplines including employee relations, change management, compensation, diversity, organizational development, and performance development.

Preferred Qualifications:

• PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred.

• HRBP experience supporting Product Management/Product Development teams in a global high-growth software company.

• Ability to build trust and credibility with key business partners and all levels of employees across the company, including executive management.

• Strong ability to coach, provide guidance, influence, and facilitate healthy dialogue.

• Effective leadership and strategic influencing skills.

• Excellent verbal, written, and interpersonal communication skills.

• Able to translate strategic initiatives into operational plans.

• Self-motivated with a strong propensity for action, results, and continuous improvement.

• Able to work in a high-energy, fast-paced, rapidly changing environment.

• A high level of confidentiality and demonstrated good judgment. Must handle highly sensitive matters in a timely and professional manner.

• Under unfamiliar or ambiguous circumstances, takes the initiative to pull together stakeholders that can propose solutions.

• Knowledge of and ability to interpret federal and state employment laws.