Senior HR Business Partner

Thrivent; United States; Remote; USD 120.000 - 170.000; Vollzeit

Zusammenfassung

Thrivent seeks a Senior HR Business Partner to serve as a strategic partner to executives, translating business strategy into talent solutions. You will drive talent strategy with HR leaders, focus on key initiatives like talent acquisition and development, and champion organizational effectiveness across client groups.

As a trusted advisor and transformation partner, you will lead organizational design and change efforts, ensuring consistent, compliant HR practices while enabling high

Qualifikationen

• Serve as the primary HR contact for senior business leaders, translating business goals into talent plans and organizational design solutions.
• Collaborate with HR Centers of Excellence to implement talent reviews, workforce planning, and development initiatives.
• Provide guidance on inclusive culture, employee engagement, and high-performance through HR programs.

Aufgaben

• Act as trusted advisor and transformation partner to executives and leaders.
• Lead organizational design efforts for small and large-scale reorganizations.
• Support talent acquisition, succession planning, and performance management across client groups.
• Analyze talent data to identify trends and opportunities to improve retention and engagement.
• Ensure compliant, One-HR delivery of HR programs and initiatives across functions.

Kenntnisse

Strategic HR partner

Talent management

Organizational design

Change management

Leadership coaching

Jobbeschreibung

The Sr HRBP (Human Resource Business Partner) serves as a key strategic partner to executives/senior leaders and provides outcome-based human capital consultation and translates business strategy into talent solutions. This role partners with the VP, HR in the development and execution of talent strategy for aligned client groups and is a champion for HR strategic and operating priorities.

The Sr HRBP brings deep HR expertise with a strong emphasis on talent management programs and processes and will help drive the talent agenda for each assigned client group. Collaborating with the Director, HR and HR COEs, this role will help shape and deploy programs to build a talent pipeline, advance organizational capability, and empower high-performance. The Sr HRBP will have a specific focus on key talent initiatives, including talent acquisition, talent assessment and development, performance management, compensation planning, succession planning, leader development, organizational effectiveness, inclusive culture, change management, and overall employee engagement.

The incumbent will serve as a trusted advisor, talent leader, and transformation partner. This role will have accountability for leading organizational design to include both small and large-scale business unit re-organizations. The ability to plan and align work and demonstrate strong execution skills are key to achieving successful outcomes.

DUTIES & RESPONSIBILITIES:

• Serve as the primary HR contact for senior business leaders of assigned client groups, partner with VP, HR on development and implementation of talent plans, organizational design, and organizational effectiveness solutions.
• Translate business goals into integrated talent strategics that support growth, performance, and engagement.
• Partner with Centers of Expertise (COE) to deliver on key HR programs (e.g., year-end processes, inclusive culture, workforce planning, talent review).
• Drive functional talent management planning, talent reviews and succession planning processes for assigned business units. Develops and deploys talent programs to ensure a talent pipeline that will successfully enable current strategies and future growth.
• Consult with and coach leaders on ethical, inclusive, and compliant people practices including how to develop and retain high-potential talent, foster an inclusive work culture, and may address complex employee matters, requiring escalation to Performance Consulting, Employee Relations, Legal or other areas of expertise as needed.
• Analyze and advise on trends in skill and capability gaps and work with L&D to address needs through use of company-programs or targeted programs.
• Champion internal mobility, mentoring, and development planning across teams.
• Work with HR Leaders, HR COEs, and business leadership on organizational change initiatives; provide organization design consultation on small and large-scale, complex business unit reorganizations.
• Ensure policies and practices are applied consistently and legally across functions and teams, delivering a One-HR approach to delivering HR programs and initiatives.
• Proactively identify opportunities for business leaders to improve team performance; analyzes business unit and talent data to identify trends and recommend solutions to improve performance, retention, engagement, and employee experience.
• Provide strategic guidance and work on assigned HR and business facing projects that supports business units and/or overall HR priorities; manages small, medium, and large projects simultaneously with excellent attention to detail and proficiency; communicates to varying levels across the organization with an ability to tailor presentation style to the audience; effectively communicate complex information in easy-to- understand methods; navigate complex situations with poise and resiliency.
• Build critical partnerships and demonstrate high-level collaboration with COEs and key stakeholders across Thrivent.
• Demonstrate keen understanding of the enterprise strategy and business priorities. Partners with organizational leaders and Communications Team to ensure proactive, effective communication strategies and processes for issues or situations of varying complexity.
• Act as a change agent, ensuring effective communication and adoption of HR programs; identifies, advocates for, and implements Human Resources best practices across all areas of the business.
• Serve as a thought partner and voice of the business to COEs in process improvements and program enhancements.
• Collaborate with HR COEs to lead the execution of cyclical talent management efforts, including talent review, succession planning, performance reviews, engagement surveys/action plans, talent review and calibration, compensation planning, etc.
• Understand latest trends in Human Resources overall and the HR Business Partne discipline to continually advance knowledge, skills, and abilities. Enables and ensures compliance in regulated practices/licenses pertinent to team/department/function.