Senior Human Resources Business Partner

RightPro Staffing; Connecticut; On-site; USD 110,000 - 170,000; Full time

Job summary

RightPro Staffing seeks a Senior Human Resources Business Partner to act as an executive-level advisor and embedded HR strategist across a multi-site regional network. Reporting to the Director of Human Resources, this role drives organizational effectiveness and aligns talent strategies with enterprise growth.

Balancing strategic consultation with daily operations, the SHRBP leads employee relations initiatives, coaches regional management, and serves as the primary HR authority for assigned

Qualifications

• Bachelor’s Degree in HR, Business, or related field; MBA or MS HR preferred.
• 8+ years of strategic HR generalist experience in large, complex workforces.
• Strong employee relations experience with investigations and coaching.
• Business acumen, analytical thinking, and credibility with leadership.

Responsibilities

• Partner with executives to translate business goals into workforce plans.
• Lead regional talent planning, performance cycles, succession mapping.
• Oversee investigations, compliance, and policy governance.
• Manage HRIS data, workforce analytics, and organizational metrics.

Skills

Leadership coaching

Employee relations

Strategic HR

Analytical thinking

Change management

Education

Bachelor’s Degree in HR/Business

Master’s Degree preferred

Tools

HRIS

Workforce analytics

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.