Senior Human Resources Business Partner

3 Day Blinds is a national retailer and manufacturer of quality, custom-made blinds, shades, draperies, and shutters. We are proud to be part of the Hunter Douglas family of brands. Over the last 40 years we’ve successfully helped transform our clients' homes and workplaces by offering a wide variety of products that add beauty and comfort to every space. It takes a talented group of individuals to do what we do, and we do it together as One Team. We strive to create a culture of learning and opportunity, and most importantly, an environment where you can feel passionate and connected to your work every day.

We are searching for candidates that are driven, intelligent, creative, and entrepreneurial.  By offering challenging and accelerated opportunities for growth, powered by a shared hunger for success, we create a space for your career to thrive. In return for your expertise, we are committed to providing competitive and robust total compensation and benefit packages to ensure you feel valued. Our dream is to become the fastest growing, most loved, window covering company in the world. What's yours? 

Position Overview

We’re seeking a strategic, change-driven Senior HR Business Partner to shape and lead our next phase of evolution. This is not a maintenance role. It’s for a business-minded HR leader ready to embed deeply into the revenue-driving core of our company and help shape the future of both our people and our operations. This role will partner across multiple functions to drive outcomes tied to organizational effectiveness, leadership capability, workforce planning, and employee experience.

In a time of active transformation you’ll serve as a key architect of change, ensuring our people strategy supports scale, agility, and long-term business success.

This is a high-impact, high-visibility role for someone ready to lead from the front and build an HR function that drives business strategy.

What you'll do

Strategic HR Leadership

• Serve as a trusted advisor to the senior leadership and front-line team on organizational structure, talent strategies, employee relations and workforce planning.
• Translate business goals into people strategies that enhance performance, engagement, and retention.

People Leadership

• Lead, mentor, and develop a team of HR professionals, including HR Business Partners and/or HR Coordinators, fostering a culture of continuous learning and high performance.
• Act as a role model for the HR team, embodying company values and demonstrating strong leadership, communication, and problem-solving skills.
• Foster a collaborative and inclusive team environment where ideas are shared, and successes are celebrated.

Change Management & HR Transformation

• Lead change management efforts related to system implementations, people processes, etc. and ensure VOC is accounted for.
• Champion adoption and ensure field leadership is aligned, engaged, and accountable throughout the transformation journey.

Talent Strategy & Development

• Partner with Learning & Development to build leadership capability through targeted coaching, training, and performance management.
• Proactively assess talent gaps and readiness across key markets and roles, recommending development or succession plans.

Culture & Engagement

• Elevate the voice of employees through insights, pulse surveys, and manager enablement ensuring programs are relevant and field ready.
• Advise leaders on practical, actionable ways to build a high-performing, inclusive, and resilient sales culture.

Workforce Analytics

• Provide data-driven insights on turnover, performance, and productivity to inform people and business decisions.
• Create actionable plans guided by data insights

Compliance & Employee Relations

• Partner cross-functionally with Learning & Development, Talent Acquisition, Legal, Finance, and Operations to deliver a seamless people experience
• Act as a trusted advisor to senior leadership and managers on complex HR matters, providing guidance on best practices, legal requirements, and risk mitigation.
• Lead and manage all aspects of employee relations issues, including investigations, conflict resolution, performance management, and disciplinary actions, ensuring fair and consistent application of company policies.

Who you are

• 8+ years of progressive HR experience, with at least 2 in a senior HRBP or strategic HR leadership role
• Proven experience supporting a large, distributed field or sales workforce
• Demo