Senior Human Resources Business Partner

Moffatt & Nichol specializes in large complex waterfront infrastructure projects and is recognized as one of the worldwide leaders in this field. We are actively looking for a Senior HR Business Partner to join one of our West Coast offices, preferably Long Beach, Costa Mesa, or San Diego.  The Senior Human Resources Business Partner (Senior HRBP) plays a strategic and influential role that bridges the gap between HR functions and business objectives. Coupled with focusing on day-to-day HR operations, the Senior HRBP works closely with senior leadership to align HR strategies with the company's overall goals, drives organizational effectiveness, and fosters a positive workplace culture. Additionally, this position provides tactical support for employment, employee relations, performance management, and benefits and compensation administration. This role interacts with staff at all levels and provides technical guidance/ direction to other HR support staff. This role also assists the Chief Human Resources Officer in developing and implementing HR policies, systems/procedures and ensuring ongoing compliance. The Senior HRBP acts as a critical link between the people strategy and the overall business strategy, playing a proactive role in shaping our organization's success through human capital. 

About Moffatt & Nichol:  

Moffatt & Nichol is a leading U.S.-based global infrastructure advisor specializing in the planning and design of facilities that shape and serve our coastlines, harbors and rivers, as well as an innovator in the transportation complexities associated with the movement of freight. For the 3rd year in a row, Moffatt & Nichol is Ranked #1 in Engineering News-Record for Marine & Port Facilities in the U.S. Additionally, our firm consistently ranks in the Top 100 Pure Designers in the US and the Top 50 Designers in International Markets. We were also named Southeast Design Firm of the Year 2023. 

 Moffatt & Nichol's professional staff includes engineers, planners, scientists and architects who serve our global client base from offices in Europe, North America, Latin America, and the Pacific Rim. The firm provides clients worldwide with customized service and a level of excellence that have become the firm’s hallmark in several primary practice areas – ports and harbors; coastal, environmental and water resources; urban waterfronts and marinas; transportation, bridges and rail; inspection and rehabilitation; and energy. 

Duties and responsibilities: 

Reasonable accommodations may be made to enable individuals with disabilities to perform these essential functions. 

1. Strategic Partnership and Business Alignment:

Consult with business leaders: Act as a trusted advisor to executives and managers, providing expert HR advice, guidance, and support on all people-related matters.

Develop and implement HR strategies: Work closely with senior management to create and execute HR strategies and initiatives that directly support business growth, objectives, and long-term plans.

Understand business needs: Possess a deep understanding of the business units, their challenges, goals, and processes to ensure HR solutions are relevant and impactful.

Analyze HR metrics and data: Utilize HR data and analytics to identify trends, diagnose issues, measure the effectiveness of HR programs, and make data-driven recommendations for improvements.

2. Talent Management and Development:

Talent acquisition and employee retention: Partner with the Talent Acquisition team to attract, hire, and retain top talent, ensuring the organization has the right people in the right roles.

Performance management: Guide and coach managers on performance management processes, including goal setting, feedback, performance reviews, and addressing performance issues.

Succession planning and leadership development: Drive talent assessment, succession planning, and leadership development initiatives to build a strong pipeline of future leaders.

Learning and development: Identify training needs and coordinate the development and implementation of training programs that enhance employee skills and capabilities aligned with business goals.

3. Employee Relations and Engagement:

Employee relations management: Confidentially manage and