Job Description
The Senior Human Resources Business Partner reports to the Manager, Human Resources and plays a pivotal role in aligning HR strategies with business objectives with assigned client groups. Focuses on initiatives and activities driving effective and sustainable workforce planning, organizational effectiveness, and talent development and collaborates on cross-functional initiatives ensuring HR solutions are tailored to meet evolving needs. Essential Duties And Responsibilities HR Partnership & Support Builds strong relationships with department leaders to understand operational priorities and provide proactive HR support. Supports and at times leads the implementation of HR programs and assists with team alignment efforts. Provides guidance on team dynamics and change readiness. Coordinates and serves as the HRBP lead in HR efforts supporting organizational initiatives such as process improvements and team member engagement. Workforce Planning Performs job shadowing to better understand departmental environments, the work performed, and challenges to assist in making sound recommendations around workforce planning and job descriptions. Leads the job description process in collaboration with departments ensuring alignment with process standards, consistency across the vertical and broader enterprise, and an accurate reflection of the actual work. Reviews turnover and productivity data to make inform staffing recommendations. Collaborates with internal HR functions to support hiring and onboarding initiatives and programs. Talent Management Provides department leadership with support and guidance around performance management processes and level-setting/calibration sessions. Provides guidance and review to department leadership on Individual Development Plans (IDPs) and Performance Improvement Plans (PIPs). Coordinates training efforts with HR Learning & Development and serve as lead facilitator on appropriate topics. Supports skill gap, bench strength, and career development initiatives. Organizational Development & Engagement Conducts stay interviews, exit interviews, and engagement assessments. Facilitates team effectiveness workshops and conflict resolution sessions. Analyzes engagement survey results and supports departmental action plans. HR Analytics Collects and reports HR metrics to support decision-making and identify trends. Prepares reports and presentations for business leaders. Ensures ethical and secure use of employee data. Change Management Supports leaders to foster a culture of adaptability and continuous improvement. Gathers post-change adoption metrics and supports feedback collection. Employee Relations Provides intake support for employee relations issues and escalates complex matters to the Employee and Labor Relations team. Ensures consistent application of policies and practices. Performs other duties as assigned to support the efficient operation of the department. Education, Experience And Qualifications Bachelor’s degree in Business Administration, Human Resources, Organizational Development, Psychology, or related field required. Minimum six (6) years of relevant and progressive experience in Human Resources in at least three (3) of the following disciplines is required: compensation, benefits, absence management, talent management, workforce management, or employee relations. A minimum three (3) years of HR Business Partner experience required in leading change management or workforce planning initiatives in an organization of 1000 or more team members is required. Experience working with Tribal Governments and Casino-Hospitality, specifically Yuhaaviatam of San Manuel Nation is preferred. Related, relevant, and/or direct experience may be considered in lieu of minimum educational requirements indicated above. Knowledge, Skills And Abilities (ksa) Must be able to work flexible hours, including evenings, weekends, and holidays. Deep understanding of HR disciplines including talent management, workforce planning, and organizational development. Familiarity with federal, state, local, and Tribal labor laws. Strategic thinking and business acumen. Strong communication, facilitation, and influencing skills. Proficiency in data analysis and HR systems. Ability to build trust and credibility with leaders and stakeholders. Comfortable navigating ambiguity and driving initiatives forward. High level of integrity and discretion in handling sensitive information. LICENSES, CERTIFICATIO