Senior Business Partner, Human Resources

The Senior Human Resources Business Partner (Sr. HRBP) serves as a strategic HR partner to assigned FSC business functions and leadership teams.  This role translates business priorities into people strategies that strengthen organizational effectiveness, workforce capability, leadership effectiveness, and team member experience. 

The Sr HRBP partners closely with senior leaders to drive execution of the talent and organizational agenda across areas including talent management, succession planning, engagement, organizational design, and change management. The role serves as a trusted advisor, leveraging workforce insights, business acumen, and enterprise HR resources to enable business performance and organizational success.

The Sr HRBP acts as a connector across HR Centers of Excellence, Shared Services, and business leaders to ensure people strategies are effectively implemented and aligned to business objectives.

Essential Duties and Responsibilities

• Serve as the primary HR Business Partner for assigned FSC leadership teams and functional executives, building trusted partnerships that improve business performance.

• Create, adapt, and implement HR, talent management, engagement, and operational solutions to address specific business imperatives to positively impact organizational performance.

• Champion the full talent lifecycle, including workforce planning, talent acquisition, onboarding, performance management, succession planning, development, and internal mobility.

• Assess, coach, and develop leaders and managers to strengthen leadership effectiveness, organizational capability, performance management, and change leadership.

• Champion an environment of engagement and collaborate with the wider HR team and other key stakeholders to deliver required expertise, resources, and services to drive customer/organizational initiatives.

• Partner with leaders to implement business transformations, reorganizations, and change initiatives.

• ·  Leverage workforce analytics to identify trends related to turnover, engagement, internal mobility, diversity, performance, and organizational health. 

• ·  Translate workforce data into recommendations and action plans that improve business outcomes.

• Serve as the escalation point for complex people-related issues and organizational challenges.

• Promote and ensure policy and compliance with stakeholder groups to manage and mitigate organizational risk.

Minimum Education and/or Experience:

• 7+ years of experience in progressive human resource roles

• Bachelor’s degree required

• Professional certification preferred

• Knowledge of federal/state employment law

• Experience supporting executive leaders and corporate functions preferred.

• Excellent communication, consulting, and client management skills.