Channel Strategies, Compensation Management, Employee Benefits, Employee Relations, Federal Laws and Regulations, Human Resources, Human Resources Management, Leadership, Metrics, Needs Assessment, Operations Processes, Organizational Development/Management, People Management, Performance Management, Problem Solving Skills, Program Evaluation, Project Design, Regulatory Compliance, Regulatory Requirements, Staff Policies, State Laws and Regulations, Talent Management, Technical Leadership
Performs advanced professional Human Resources work and serves as a strategic partner to all HR division managers by providing guidance and stop gap leadership when needed in workforce development and human capital management initiatives. This position may serve as a lead on special and cyclical projects assigned by the Director/Deputy Director of HR, or HR division managers while supporting the Human Resources Business Partner function through consultation, policy interpretation, and problem resolution.
The Senior Human Resources Business Partner collaborates with department leadership to assess workforce needs, develop targeted training and leadership development programs, and implement strategies that enhance employee performance, engagement, and organizational effectiveness. This role interprets and applies to federal, state, and local employment laws, as well as organizational policies and procedures, to ensure compliance and consistency in human resources practices.
Key Responsibilities and Performance Standards
- Provides senior level support to HR division managers HR systems, employment policies, and operational procedures. Provides high level technical guidance to ensure consistent application of policies, effective system utilization, and compliance with organizational and regulatory requirements.
- Provides subject matter expert level guidance on matters impacting the classification & compensation, talent management, training, benefits, and employee relations divisions. Leads projects and/or designs assessments and programs assigned by the HR Director/Deputy Director.
- Ensures employees and supervisors are informed of applicable personnel policies, and workplace expectations through targeted training and communication. Assists with developing and facilitating training related to workplace conduct, performance expectations, and compliance with federal, state, and local regulations.
- Develops and tracks training metrics to evaluate program effectiveness, workforce skill progression, and employee engagement. Uses data and feedback to continuously refine learning initiatives and provide recommendations that improve organizational performance and workforce capability.
- Performs other duties of a similar nature or level.