Senior Human Resources Manager

I'm seeking an experienced Senior Human Resources Business Partner to serve as a trusted advisor to business leaders while driving strategic people initiatives across the organization. This role is responsible for aligning talent strategies with business objectives, strengthening leadership capability, and fostering a high-performing, engaged workforce.

The ideal candidate is equally comfortable influencing executive leaders and executing day-to-day HR initiatives. This position requires someone who thrives in a fast-paced environment, enjoys solving complex business challenges, and is passionate about building strong teams, enhancing organizational effectiveness, and creating a positive employee experience.

Key Responsibilities

Strategic Business Partnership

• Partner with senior leaders to develop people strategies that support business goals, operational priorities, and future growth.
• Provide coaching and guidance on organizational design, workforce planning, leadership effectiveness, and team development.
• Collaborate with leaders to navigate organizational changes, business transformation, and evolving workforce needs.
• Build trusted relationships across all levels of the organization while proactively identifying risks, opportunities, and solutions.

Employee Relations & HR Leadership

• Serve as the primary advisor on employee relations matters, including performance management, workplace investigations, conflict resolution, and policy interpretation.
• Provide practical, business-focused recommendations while ensuring fair and consistent application of employment practices.
• Foster a positive workplace culture centered on accountability, collaboration, and employee engagement.
• Stay current on employment laws and HR best practices to ensure organizational compliance and mitigate risk.

Leadership Development

• Coach managers and business leaders to strengthen leadership capabilities and improve team performance.
• Support succession planning and leadership development initiatives that build organizational bench strength.
• Facilitate leadership tools, frameworks, and development programs that enhance management effectiveness.

Talent Management

• Partner with hiring leaders and Talent Acquisition to identify workforce needs and support strategic hiring decisions.
• Lead talent review discussions, succession planning, performance management, and employee development initiatives.
• Identify high-potential employees and help create development plans that support long-term organizational growth.
• Support change management initiatives that drive employee adoption and organizational success.

Organizational Effectiveness & Compensation

• Partner with leadership on organizational structure, workforce planning, and talent strategies that improve business performance.
• Provide guidance on compensation philosophy, salary administration, incentive programs, promotions, and market competitiveness.
• Assist leaders in making data-driven talent and organizational decisions through workforce analytics and reporting.
• Support enterprise-wide HR initiatives while ensuring successful implementation across business units.

HR Operations & Process Improvement

• Oversee key employee lifecycle processes, including onboarding, offboarding, leave administration, accommodations, and employee records.
• Partner closely with Payroll, Benefits, Talent Acquisition, and other HR functions to ensure a seamless employee experience.
• Maintain compliance with employment regulations while ensuring the accuracy and integrity of HR systems and documentation.
• Continuously evaluate HR processes and recommend improvements that increase efficiency, consistency, and service delivery.
• Champion a culture of operational excellence, continuous improvement, and accountability.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, or a related discipline.
• 8+ years of progressive Human Resources experience, including significant HR Business Partner experience supporting multiple business functions.
• Strong knowledge of employee relations, employment law, organizational development, talent management, and performance management.
• Demonstrated success partnering with senior leadership and influencing business decisions.
• Exceptional communication, coaching, and relationship-building skills.
• Ability to manage multiple priorities while thriving in a fast-paced, evolving environment.
• Experience using workforce metrics and data to drive informed business decisions.
• Professional HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR) is considered an asset.

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