SR People and Culture Business Partner (930832)

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The Senior People and Culture Business Partner (Sr P&C BP) will act as a strategic partner to senior leadership, providing expert guidance on all aspects of people management, organizational development, and culture transformation. The role will be responsible for aligning business objectives with people strategies, optimizing talent development, and fostering a positive organizational culture that drives employee engagement and business success. This role requires deep experience in HR practices, including high-volume employee relations, performance management, leadership development, and the ability to effectively balance strategic initiatives with day-to-day administrative responsibilities. This role operates in a dynamic, fast-moving environment with broad visibility and impact across the organization. It offers an exciting opportunity for someone who is energized by challenge, thrives when balancing multiple priorities, and enjoys stepping into complex situations to drive meaningful outcomes. We're looking for a seasoned HR leader who is both strategic and hands-on, and who is motivated by the opportunity to make a tangible difference. Strategic HR Partnership: Collaborate with senior leadership to understand business goals, challenges, and opportunities. Develop and implement HR strategies aligned with the organization's vision, values, and objectives. Serve as a trusted advisor on organizational design, leadership development, and workforce planning. Provide insights and guidance on talent management, succession planning, and retention strategies. Employee Engagement & Culture Development: Lead initiatives to strengthen the company culture, ensuring alignment with organizational values and goals. Design and drive employee engagement programs that enhance satisfaction, motivation, and productivity. Identify and address cultural challenges, working with leadership to promote a positive work environment. Champion diversity, equity, and inclusion (DEI) efforts across the organization. Talent Management & Development: Oversee talent acquisition and retention strategies, working closely with recruitment teams. Partner with managers to identify skills gaps and development opportunities within their teams. Facilitate leadership development programs and performance management processes. Implement coaching and mentoring programs to develop high-potential employees and future leaders. Change Management: Provide support and guidance during organizational change, ensuring smooth transitions and minimal disruption to employees. Lead the planning and execution of change management strategies, addressing potential resistance and fostering acceptance. Advise on restructures, role changes, and process improvements to ensure alignment with organizational goals. Employee Relations & Conflict Resolution: Act as a point of contact for complex employee relations issues, including grievances, conflicts, and performance concerns. Advise managers on effective people management practices and legal compliance. Investigate and resolve employee disputes, ensuring fair and consistent handling in line with company policies and labor laws. HR Metrics & Reporting: Analyze HR data to identify trends, provide actionable insights, and support decision-making. Track key performance indicators (KPIs) related to talent management, employee engagement, retention, and culture. Prepare and present regular reports to leadership on P&C initiatives, outcomes, and recommendations. Leadership & Coaching: Coach and mentor leaders to build their leadership capabilities and improve team performance. Offer guidance to managers on employee development, performance reviews, and career progression. Provide expertise on conflict resolution and team dynamics to enhance organizational effectiveness. Education : Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field. An equivalent combination of education and experience may be considered in lieu of a bachelor's degree. HR certifications (e.g., SHRM-SCP, CIPD) preferred. Experience : Minimum of 7 years of progressive experience in human resources, with at least 3+ years in a senior or strategic HRBP role, and 5 years of experience managing high-volume employee relations matters. Skills & Abilities : Strong understanding of HR practices, labor laws, and organizational development. Proven ability to influence and collaborate with senior leadership and cross-functional teams. Exceptional communication and interpersonal skills, with the ability to handle sensitive and confidential matters. Strong business acumen and the ability to align HR initiatives with business goals. Excellent problem-solving, coaching, and conflict resolution skills. Experience in driving change and transformation within an organization. Proficient in HRIS, MS Office Suite, and other relevant HR software. All your information will be kept confidential according to EEO guidelines. #LI-Remote Equus Wo

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