Senior Human Resources Business Partner

RightPro Staffing; Connecticut; On-site; USD 120,000 - 150,000; Full time

Job summary

RightPro Staffing in the United States seeks a Senior HR Business Partner to act as an executive-level advisor and embedded strategic HR partner across multiple sites. The SHRBP will drive organizational effectiveness, align talent strategies with growth, and lead complex employee relations initiatives for a large regional network.

The role combines strategic consultation with daily operations, coaching regional leadership, and steering workforce planning, analytics, and HR transformation

Qualifications

• Bachelor’s Degree in HR, Business Administration, or related discipline required; Master’s Degree preferred.
• 8+ years of progressive, strategic HR generalist experience supporting large workforces.
• Strong Employee Relations depth with experience in workplace investigations.
• Labor relations experience is a plus but not required; strong business acumen and adaptability.

Responsibilities

• Collaborate with leadership to translate business goals into workforce plans.
• Provide targeted leadership coaching to managers to improve competencies.
• Lead talent planning, performance cycles, succession mapping, and workforce planning.
• Oversee HR investigations, advise on corrective action, policy governance.
• Drive HR analytics, tracking turnover and engagement to propose interventions.
• Lead HR transformation projects and partner with Talent Acquisition on campaigns.

Skills

HR strategy

Employee relations

Leadership coaching

Workforce analytics

Labor relations

Education

Bachelor's Degree in HR or related

Master’s Degree in MBA/MS HR/I/O Psychology

Tools

HRIS systems

MS Excel

Job description

Senior Human Resources Business Partner (SHRBP)

The Strategic Senior Human Resources Business Partner (SHRBP) serves as an executive-level advisor and embedded human capital strategist supporting key operational, clinical, and outpatient business units across a prominent multi-site regional network. Reporting to the Director of Human Resources, this role drives overall organizational effectiveness, aligns talent strategies with enterprise growth, and provides hands‑on leadership across high-volume employee populations. Balancing strategic consultation with daily operational execution, the SHRBP leads complex employee relations initiatives, coaches regional management teams, and serves as the primary HR authority for assigned business units.

Key Responsibilities

Executive Advisory & Leadership Coaching

• Collaborate with leadership, site directors, and department heads to translate business goals into actionable workforce plans, organizational structures, and retention strategies.
• Deliver targeted leadership coaching to frontline and mid-level managers, elevating managerial competencies, conflict resolution skills, and change readiness.
• Drive regional talent planning, performance management cycles, succession mapping, and strategic workforce planning to build high-performing talent pipelines.

Employee Relations & Compliance

• Oversee thorough workplace investigations, manage complex employee relations matters, and implement equitable resolution strategies that minimize organizational risk.
• Advise leadership on corrective action protocols, policy governance, and regulatory compliance.
• Support labor relations compliance where applicable (union experience is a plus, but not required).

Operations, Workforce Analytics & Special Projects

• Function as the primary HR generalist interface for assigned business units (~600–700 employees), managing intake for compensation alignment, benefits inquiries, staffing, and employee engagement queries.
• Leverage HRIS platforms and workforce analytics to track turnover, engagement trends, and operational metrics, proposing targeted interventions based on data analysis.
• Lead cross-system HR transformation projects and partner with Talent Acquisition to drive recruitment campaigns, career events, and strategic onboarding initiatives.

Qualifications & Core Competencies

• Bachelor’s Degree in Human Resources, Business Administration, or related discipline required; Master’s Degree (MBA, MS HR, or I/O Psychology) preferred.
• 8+ years of progressive, strategic HR generalist experience supporting large, complex workforce environments (500+ employee scope).
• Strong Employee Relations Depth: Proven track record in complex workplace investigations and manager coaching. Labor relations/union experience is an added bonus, but not required.
• Business Acumen & Agility: Strong analytical ability, high emotional intelligence, and a track record of earning leadership credibility while managing multiple competing priorities.