Senior HR Business Partner

Responsibilities

• Leadership Partnership & Coaching: Serve as a trusted advisor to managers and leaders on people-related matters, providing guidance on leadership effectiveness, team dynamics, employee development, and organizational challenges. Help managers build the skills and confidence to lead high-performing teams.
• Learning & Leadership Development: Own and expand the Workday LMS system into a center of excellence. Partner with leaders and the People team to identify learning and development needs, support leadership development initiatives, and improve manager effectiveness. Contribute to the development and implementation of virtual/in-person trainings, coaching, and organizational development programs.
• Talent Planning & Development: Partner with leadership to assess current and future talent needs, identify capability gaps, support succession planning, and develop strategies to attract, retain, and grow critical talent. Support career development, internal mobility, and talent review processes.
• Organizational Effectiveness & Design: Partner with leaders to evaluate organizational structures, roles, responsibilities, and team effectiveness. Help identify opportunities to improve organizational alignment, accountability, communication, and operational efficiency as the company scales.
• Change Management: Support leaders through organizational changes, including team restructuring, leadership transitions, process improvements, and evolving business priorities. Develop and execute change management strategies that promote clear communication, employee engagement, and successful adoption.
• Performance Management: Coach managers on setting clear expectations, delivering effective feedback, addressing performance concerns, and developing employees. Support performance review cycles, talent calibrations, performance improvement plans, and employee development initiatives.
• Employee Relations: Provide guidance and support on employee relations matters, including conflict resolution, workplace concerns, investigations, and disciplinary actions. Ensure fair, consistent, and legally compliant practices while balancing employee needs with business objectives.
• People Analytics & Workforce Insights: Leverage HR data, employee feedback, and workforce trends to identify organizational risks, evaluate program effectiveness, and provide actionable recommendations to leadership.
• Culture & Employee Engagement: Partner with managers to strengthen employee engagement, reinforce company values, and foster a culture of accountability, collaboration, and continuous improvement. Support engagement surveys and action planning to address opportunities for improvement.
• HR Programs, Policies & Compliance: Collaborate with the broader People Operations team to implement HR programs, improve processes, and ensure consistent application of company policies and employment practices. Provide guidance on HR compliance and employment-related matters.

Qualifications

• Education: Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field, or equivalent practical experience.
• Experience: 4+ years of progressive HR experience, including experience in an HR Business Partner or similar role supporting managers and leaders.
• Demonstrated experience advising and coaching managers on employee relations, performance management, talent development, and organizational challenges.
• Experience supporting talent planning, organizational effectiveness, workforce planning, or change management initiatives.
• Strong understanding of employment laws, HR best practices, and employee relations principles.
• Ability to build trusted relationships, influence stakeholders, and provide thoughtful, practical guidance to leaders at varying levels of experience.
• Strong business acumen with the ability to understand organizational priorities and translate business needs into actionable people strategies.
• Excellent judgment, problem-solving, and conflict resolution skills, with the ability to navigate sensitive and complex employee situations.
• Strong communication, interpersonal, and organizational skills, with the ability to manage competing priorities in a fast-paced environment.
• Experience using HR systems, workforce data, and employee feedback to inform recommendations and decision-making.
• Ability to maintain confidentiality and handle sensitive information with professionalism and discretion.
• Must be a U.S. citizen or national, U.S. permanent resident (current Green Card holder), or lawfully admitted into the U.S. as a refugee of granted asylum

Desired

• Experience supporting engineering, manufacturing, scientific, or other highly technical organizations.
• Experience in a startup, high-growth company, or organization undergoing significant change or transformation.
• Advanced knowledge in Organizational Development (OD), including matrixed organizational design, team effectiveness, leadership assessment, or organizational change initiatives.
• Senior level knowledge in Learning & Development (L&D), including developing and administering company wide learning campaigns, leadership & employee development programs, manager training programs and learning needs assessments.
• Experience partnering with senior leaders on workforce planning, talent reviews, succession planning, or organizational restructuring.
• Experience supporting both salaried and hourly/non-exempt employee populations.
• HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP).
• Experience with Workday or similar HRIS platforms.