Senior Human Resources Business Partner

Jobgether; United States; Remoto; USD 110.000 - 120.000; Tempo integral

Benefícios oferecidos por esta vaga

Remote work arrangement

Comprehensive benefits

Competitive compensation package

Resumo da vaga

Jobgether is seeking a Senior Human Resources Business Partner to provide strategic guidance to senior leaders and manage complex employee relations across our operations. You will advise on workforce matters, lead performance and change initiatives, and collaborate with legal on sensitive employment issues.

The role supports a remote work arrangement in the United States, focusing on pay equity, escalation management, and data-driven HR improvements to drive organizational success.

Qualificações

• Substantial HR business partnering experience.
• Strong employment law knowledge and judgment.
• Ability to advise senior stakeholders while handling confidential matters.

Responsabilidades

• Provide strategic HR guidance to senior leaders.
• Lead employee relations across teams and manage performance, change, and succession.
• Investigate incidents and advise on resolutions with leadership and legal teams.
• Oversee ethics reporting and case resolution for assigned groups.
• Collaborate with legal on sensitive matters and employment contracts.
• Manage background checks and pre-employment reviews.

Conhecimentos

HR business partnering

Employment law knowledge

Confidential handling

Communication with senior stakeholders

Microsoft Office

Formação

Bachelor’s degree or equivalent

Ferramentas

HRIS (HR information systems)

Descrição da vaga

Accountabilities:

• As a Senior Human Resources Business Partner, you will provide strategic guidance, manage complex employee relations matters, and help ensure compliance with employment laws and internal policies. Key responsibilities include:
• Act as a dedicated HR business partner to senior and executive-level leaders, providing consultative guidance on workforce and organizational matters.
• Lead employee relations support across operational teams, including organizational development, performance management, change management, succession planning, coaching, counseling, and employee separations.
• Meet regularly with operational leaders to assess HR needs, recommend solutions, and address emerging workforce challenges.
• Investigate reported incidents and employee concerns, develop recommendations, and determine appropriate conclusions and next steps.
• Oversee ethics reporting for assigned operational groups, including investigations, recommendations, and case resolution.
• Collaborate with legal counsel and relevant stakeholders on sensitive employment matters, external inquiries, employment contracts, and employment action reviews.
• Manage background check decisions and ensure timely completion of pre-employment reviews.
• Support acquisition integration by leading offer letter processes before acquisitions and helping transition acquired leadership teams to established HR practices after closing.
• Monitor, analyze, and present employee relations data and HR trends to inform organizational improvements and decision-making.
• Review employment offers for accuracy and consistency, helping maintain pay equity across the organization.
• Provide guidance to HR colleagues on leave administration, disability accommodations, and the interactive process where appropriate.
• Manage escalated workers’ compensation matters, including return-to-work programs, claims analysis, research, and coordination with employees, claims adjusters, leave administrators, internal representatives, and external counsel.
• Audit HR files, review employment agreements, and partner with management and legal counsel before advising on employment actions.
• Provide benefits administration support related to separations, retirements, and leaves of absence.
• Respond to inquiries from the outsourced unemployment administrator and participate in hearings as needed.
• Partner with leaders on involuntary separations, including risk assessments, approval processes, and execution of employment actions.
• Identify HR training needs and collaborate with internal HR teams and professional development specialists to develop and deliver appropriate training.

Requirements:

• The ideal candidate brings substantial HR business partnering experience, strong employment law knowledge, sound judgment, and the ability to advise senior stakeholders while handling confidential and complex employee matters. Qualifications include:
• A bachelor’s degree or an equivalent combination of education and relevant professional experience.
• At least 8 years of related human resources experience.
• At least 6 years of experience in an HR Generalist or HR Business Partner role.
• Experience working with HR information systems and related tools.
• Strong knowledge of employment law, legislative developments, and legal trends affecting HR and the workplace.
• Advanced knowledge of the interactive process, the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), and state-specific leave and workplace accommodation requirements.
• Excellent verbal and written communication skills, with the ability to communicate effectively with senior management.
• Strong presentation, problem-solving, conflict resolution, and mediation skills.
• Ability to collaborate effectively across teams and foster a cooperative working environment.
• Strong planning, organizational, prioritization, and time management skills.
• Proficiency in Microsoft Office applications.
• The ability to handle sensitive information with discretion and maintain strict confidentiality.
• Ability to work independently in a remote environment, manage a high volume of work, and adapt to changing priorities.

Benefits:

• Annual salary range of $110,000–$120,000 .
• Comprehensive employee benefit programs designed to support employees’ needs now and in the future.
• A competitive overall financial package.
• Remote work arrangement.