Sr. Human Resources Business Partner

Position Summary The Sr. HR Business Partner (Sr. HRBP) connects business strategies with HR strategies and talent actions. The Sr. HRBP will use a team-based approach to deliver high-quality, HR services aligning strategic business goals and initiatives. The Sr. HRBP will work with their designated leadership team(s) to drive culture, diversity and inclusion, and innovative talent management practices. This individual should have an extensive background in talent management and development, organizational design and effectiveness, change management, strategic consultation, and coaching. The Sr. HRBP will need to be highly adaptable and flexible as responsibilities to support multiple business lines and functions will grow and change over time to support the effective delivery of HR solutions to the company. This position reports to the Director of People Experience.  Responsibilities  Serve as a trusted business partner and consultant to leaders to develop, drive and deliver enterprise-wide talent strategies to support business objectives  Coach new leaders using a new leader assimilation process and provide support on their individual leadership effectiveness  Asses, consult and coach leadership team effectiveness   Act as a liaison between the business and the HR organization translating business needs to shape the development of people solutions, programs and tools that drive talent and business outcomes Collaborate between the business and the HR function maintaining close relationships with People Experience, People Operations, and Learning & Organizational Development leaders  Champion the employee experience, listening to the employee voice, to provide insights about the most critical talent needs of the business Act as a change agent to drive a continuous improvement mindset in the business and within the HR team  Own the execution of the Annual Talent Management Cycle Advise and coach business leadership on the implementation of strategies and policies regarding Performance Management, Talent Development, Talent Management, Employee Relations, Workforce Planning, Compensation and Benefits, and Recruitment, to support the company vision, KPI objectives, and employee engagement  Anticipate the needs of the business providing forward thinking solutions using data to provide insights to drive the needs of the business      Maintains an effective level of business and financial acumen to serve as a strategic partner to designated business leader(s) Maintain a keen sense of ethics to ensure confidentiality and trust in HR and possess the ability to remain impartial and objective when dealing with employee-related matters.