The senior hr business partner (hrbp) serves as the primary hr support and point of contact for assigned leaders and employeesThe hrbp will partner with sei leaders primarily on talent management, leadership consultation and advising, change management, communications, employee engagement, performance management and employee relationsThe hrbp also partner closely across the hr function, specifically centers of expertise (coes) and the hr solution center to ensure shared understanding of client needs and alignment of support and delivery approachThis role is a full-time, onsite individual contributor role and reports to an hr manager / director - business partner.
Serves as hr counsel and advisor on talent issues and practices
Establish and maintain foundational relationships with assigned leaders and employees, using professional judgment regarding the frequency and cadence of proactive meetings with leadersThe hrbp uses leadership forums such as staff meetings and department meetings to establish themselves with leaders as a key partner and talent advisor and to convey key messagesOnboards new leaders to sei, teaching foundational leadership skills and practices and establishing norms for how leaders engage with the hr team. Serves as primary hr contact for assigned clients (unless the question would be best referred to the hrsc or a coe)The hrbp typically has exposure to – but not primary accountability for – executive leadersBp’s know leaders and business areas, and have baseline-to-advanced knowledge of each group, while balancing needs of all client groups efficientlyTime spent on proactive leadership coaching, development and effectiveness is balanced effectively with client issue resolution and problem solving. Delivers customized, responsive, timely and effective support requiring advanced judgment on range of talent-related issues— engagement, leader effectiveness, talent development, career path, communication, change management, compensation, recognition, disciplinary action, retention, and performance assessment Provides support to employees on ambiguous or qualitative issues, such as engagement, career progression, and development. Significant involvement in coaching leaders on staff engagement, challenging conversations, and performance assessmentPositions, counsels, and coaches leaders to effectively manage performance concerns with employeesProactively counsels leaders to address ongoing performance/behavior concerns. From interactions with leaders and employees, gather and synthesize common themes and trends in employee feedback and leader behavior to improve team engagement and leader performancePartner with hr consulting (hrc) leaders and department leadership to share and create action plans to address and execute. Provide coaching, feedback, and guidance to leaders on their leadership and team engagement – partnering with next level leader as needed to reinforce messaging. Serves as counsel on key client initiatives related to organization design, talent management initiatives, and engagement, often in partnership with hrc leaders Use tools such as engagement surveys, 360 feedback instruments, hr reporting, and other data to bring observations and assessments to leaders to help them improve their team leadership, engagement, and operations.
Drives problem resolution and effectively applies hr expertise: provides core services in these areas as hr practitioner and provider of critical hr support and services
Demonstrates, counsels, and takes action with clients based on proficient hr practitioner & employee relations knowledge, awareness of current best practices and legal practices. Effectively prioritizes and evaluates most critical workload – addressing most critical and time-sensitive work first. Exhibits appropriate ownership and follow up with clients and partners. Provides change management consultation, including assessment of risk and cultural impact of business and hr decisions Applies policies and determines how to interpret in ambiguous situations Partners with leaders to effectively manage performance and conduct issuesCoaches of application of on performance improvement plans and warnings in an effective, aligned and timely mannerBrings in hrc leaders based on interpretation of severity and risk; partners effectively with legal. Applies best practices from an hr and legal standpoint. Support organization-wide initiatives such as performance management, merit, employee surveys, disclosure process, required training, etc.
Provides consistent and efficient hr administration and partners effectively across the function: implements hr practices a timely and efficient manner that ensures smooth delivery of hr servicesDrive solutions which further streamline, centralize, automate or drive efficiencies in these areas; particular emphasis will be on how to further leverage the partners across hr.
In partnership with hrc leaders, acts as liaison between assigned clients and hr centers of expertise (coe)Fully understand coe services (hrsc, l&d, oe, recruiting, comp, benefits, hris, and employee relations) and leverage these services to address and meet client’s business needs based on input and insight from clients. In partnership with the compensation team, provides support on aspects like job descriptions, levels, and titles; drives internal consistency, clarity and aligns to department needs Manages termination logistics Partners with the talent acquisition team as appropriate on key hiring or talent issues. Works with leaders to assess promotional readiness and department organization design. Effectively utilizes workday to ensure accurate and timely transactions Leverages the hrsc consistently and for the right issues; addresses all escalated tier 2 issues from the hrsc Possesses advanced knowledge of sei hr policies/procedures Facilitates faculty transitions, assignments, documentation, etc(for hrbps supporting faculty client groups) Managing data requests and aligning on data protocols with internal partners in hr Provides policy guidance and application Working in an hr model that is designed around hrbp – center of expertise experience strongly preferred. Supporting dedicated clients in aspects related to leadership effectiveness, employee engagement, conflict resolution, and interpretation and application of policy. Sr hrbp competencies include highly advanced levels of the above, as well as advanced levels of poise and presence, critical thinking and root-causes analysis capability, significant business acumen and enterprise thinking, and able to serve as strategic influencer with senior leadership. Demonstrated knowledge of business operations, management practices and principles, and human resource management trends and practices.
Knowledge of hr principles practices and processes and employment laws. Consultative skills (i.eEstablish trust/credibility, ask probing questions to get at root issues, influence effectively, and confidently make recommendations to improve the effectiveness. Excellent interpersonal communication, project and change management skills. Solid computer skills (ms word, powerpoint, excel, visio) and comfort learning new technologiesProficiency with workday strongly preferred. Ability to thrive in a dynamic, fast-paced, changing and growing organization. 6 or more years displayed experience typically in an hrbp or highly transferable roles.
From an accredited institution; bachelor’s degree required
Must be able to travel 15% of time. Must be able to lift 25 lbs. Typical office setting. Mobility within the office including movement from floor to floor. Travel via plane, car, and metro may be required to perform this job. Must be able to work more than 40 hours per week when business needs warrant Access information using a computer. Effectively communicate, both up and down the management chain. Effectively cope with stressful situations Strong mental acuity Regular, dependable attendance and punctuality are essential functions of this job. Other essential functions and marginal job functions are subject to modification.
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