Senior Director, HR Business Partner

SEI Trust Company; Pennsylvania; Sur place; USD 130 000 - 180 000; Plein temps

Avantages offerts par ce poste

Healthcare benefits

401(k) match

Paid time off

Résumé du poste

SEI seeks a Senior Director, HR Business Partner to partner with assigned business unit leaders, translating business needs into people strategies and driving organizational performance. You will coach senior leaders, oversee workforce planning, succession, talent development, and change management, while leveraging HR analytics to guide decisions and ensure regulatory compliance.

This role demands leadership, strategic thinking, exceptional communication, and a proven track record partnering

Qualifications

• Bachelor's degree in Human Resources, Business, or a related field (Master's degree preferred).
• At least 7 years of progressive HR experience, with a proven track record as a strategic partner to business leaders.
• HR certification (SHRM-CP/SHRM-SCP or PHR/SPHR) is preferred.
• Experience working in a fast-paced, ambiguous, or entrepreneurial environment is a plus.

Responsabilités

• Strategic consulting and partnership: Act as a strategic advisor to business unit leaders, offering guidance and recommendations on HR and business issues.
• Translate business needs into actionable HR strategies and initiatives.
• Partner with leadership to develop and execute workforce planning, talent management, and succession planning strategies.
• Talent management and organizational development: Support leaders in attracting, retaining, and developing top talent within their departments.
• Coach and mentor managers on effective leadership practices, performance management, and career development.
• Facilitate organizational changes, such as restructurings, to improve productivity and business performance.
• Performance and employee relations: Provide expert guidance and support to managers and employees on complex employee relations issues, including investigations and conflict resolution.
• Use HR metrics and data to analyze performance trends and advise on solutions for continuous improvement.
• Help drive a culture of continuous feedback and high performance.
• Change management and communication: Serve as a change agent, helping to facilitate and manage organizational change and transformation efforts.
• Ensure that corporate strategies are effectively communicated and executed across teams.
• Bridge communication gaps between senior leadership and employees, and advocate for employees' needs.
• Compliance and risk mitigation: Maintain an in-depth knowledge of legal requirements related to day-to-day employee management, reducing legal risks for the organization.
• Ensure all HR practices and policies within the assigned business unit comply with federal, state, and local regulations.
• Partner with legal counsel as needed on complex issues.

Connaissances

Strategic partner

Data-driven decisions

Executive coaching

Change management

Communication

Leadership

Formation

Bachelor's degree in HR or related field

Master's degree preferred

Outils

HR analytics tools

HRIS

Description du poste

The Senior Director, HR Business Partner is a key member of the HR team, responsible for partnering with assigned business unit leaders to drive and execute people-focused strategies that support the organization's business goals. This role requires a deep understanding of the business, strong analytical skills, and the ability to coach and influence senior leaders on complex talent, organizational, and change management issues.

What you will do:

• Strategic consulting and partnership: Act as a strategic advisor to business unit leaders, offering guidance and recommendations on HR and business issues.
• Translate business needs into actionable HR strategies and initiatives.
• Partner with leadership to develop and execute workforce planning, talent management, and succession planning strategies.
• Talent management and organizational development: Support leaders in attracting, retaining, and developing top talent within their departments.
• Coach and mentor managers on effective leadership practices, performance management, and career development.
• Facilitate organizational changes, such as restructurings, to improve productivity and business performance.
• Performance and employee relations: Provide expert guidance and support to managers and employees on complex employee relations issues, including investigations and conflict resolution.
• Use HR metrics and data to analyze performance trends and advise on solutions for continuous improvement.
• Help drive a culture of continuous feedback and high performance.
• Change management and communication: Serve as a change agent, helping to facilitate and manage organizational change and transformation efforts.
• Ensure that corporate strategies are effectively communicated and executed across teams.
• Bridge communication gaps between senior leadership and employees, and advocate for employees' needs.
• Compliance and risk mitigation: Maintain an in-depth knowledge of legal requirements related to day-to-day employee management, reducing legal risks for the organization.
• Ensure all HR practices and policies within the assigned business unit comply with federal, state, and local regulations.
• Partner with legal counsel as needed on complex issues.

What we need from you:

Education and experience:

• Bachelor's degree in Human Resources, Business, or a related field (Master's degree preferred).
• At least 7 years of progressive HR experience, with a proven track record as a strategic partner to business leaders.
• HR certification (SHRM-CP/SHRM-SCP or PHR/SPHR) is preferred.
• Experience working in a fast-paced, ambiguous, or entrepreneurial environment is a plus.

Functional competencies:

• Strong business acumen and strategic thinking.
• Ability to use data and analytics to inform decisions.
• Excellent knowledge of talent management, organizational design, and employee relations.
• Familiarity with HR technology and digital tools.

Leadership and interpersonal skills:

• Outstanding communication, negotiation, and relationship-building skills.
• Proven ability to influence and build trust at all levels of the organization.
• Strong coaching and mentoring abilities.
• High level of confidentiality, discretion, and professionalism.

SEI's competitive advantage:

To help you stay energized, engaged and inspired, we offer a wide range of benefits including comprehensive care for your physical and mental well-being, a strong retirement plan, tuition reimbursement, support for working parents and flexible Paid Time Off (PTO) so you can relax, recharge and be there for the people you care about.

Benefits include healthcare (medical, dental, vision, prescription, wellness, EAP, FSA), life and disability insurance (premiums paid for base coverage), 401(k) match, education assistance, commuter benefits, up to 11 paid holidays/year, 21 days PTO/year pro-rated for new hires which increases over time, paid parental leave, back-up childcare arrangements, paid volunteer days, a discounted stock purchase plan, investment options, access to thriving employee networks and more.

We are a technology and asset management company delivering on our promise of building brave futures (SM)-for our clients, our communities, and ourselves. Come build your brave future at SEI.

The position title reflected in this job description is aligned with SEI's current internal job architecture. As part of SEI's role and career framework, internal job titles may not directly correspond to external market titles and may differ from titles previously assigned during an employee's tenure or at the time of hire.

SEI is an Equal Opportunity Employer and so much more...

After over 50 years in business, SEI remains a leading global provider of investment processing, investment management, and investment operations solutions. Reflecting our experience within financial services and financial technology our offices encompass an open floor plan and numerous art installations designed to encourage innovation and creativity in our workforce. We recognize