Senior Human Resources Business Partner

Job Description:

I. Position Summary:
The Senior Human Resources Business Partner will deliver high quality Human Resources support to assigned client groups at Hebrew SeniorLife. The Sr. HRBP will serve as a strategic partner to leadership in the line of business they serve and will develop, assess, and anticipate HR related needs and deliver value added service that addresses the initiatives of the organization. Key aspects of the role include Employee Relations, Organizational Development, Performance Management, and Workforce Planning. The Senior HRBP takes a lead role on the HR team and will be responsible to work on project management and key initiatives working towards successful outcomes of goals and key drivers.
II. Core Competencies
• Organizational Savvy: Understands and navigates HSL’s structure, relationships, and culture—as well as external stakeholder dynamics—to achieve business outcomes.
• Ownership & Initiative: Demonstrates agency, takes full accountability, and acts as a proactive self-starter.
• Customer Service Orientation: Anticipates and responds to stakeholder needs, building strong, long-term relationships.
• Teamwork & Collaboration: Works effectively across teams and functions, contributing constructively toward shared goals.
• Business Acumen: Understands business strategy, operations, and performance drivers; integrates people strategies that support organizational objectives.
• Communication: Clearly and confidently conveys information; facilitates trainings; solicits input effectively; communicates with transparency to support change management efforts.
• Consulting & Influence: Advises leaders with credibility; uses data, insight, and relationship-building to shape decisions and guide organizational outcomes.
• Interpersonal Sensitivity: Demonstrates empathy, anticipates concerns, and values diverse perspectives to enhance collaboration and outcomes; practices constructive candor aligned with Radical Candor principles.
III. Position Responsibilities
• Build and maintain strong relationships with assigned department leaders and employees through regular engagement and rounding.
• Partner with managers and employees to interpret and communicate HR programs, policies, procedures, and employment laws.
• Advise leaders and employees on a wide range of organizational and performance issues, providing guidance and coaching as needed.
• Recommend solutions to address department or organizational challenges, including policy clarification, training, retention strategies, talent acquisition support, and development interventions.
• Lead and resolve employee relations matters by conducting fair, thorough, and objective investigations, escalating issues to HR leadership when appropriate.
• Collaborate cross-functionally with HR and HSL partners to design and implement organizational programs, systems, and initiatives.
• Serve as a strategic partner to leaders by identifying people-related gaps and opportunities; act as a change agent to support effective transformation and risk mitigation.
• Partner with Talent Acquisition on recruitment strategies and hiring for assigned client groups.
• Analyze HR metrics (e.g., turnover, retention, time-to-fill, LOA, labor costs, DEIB data) to forecast needs, identify trends, and develop insights for leaders.
• Leverage data analysis to provide timely recommendations that support strategic decision-making and workforce planning.
• Drive effective performance management practices through leader coaching, goal setting, and accountability.
• Advise departments on HR topics such as reorganizations, performance management, employee relations, communication strategies, talent development, and engagement interventions.
• Partner with leaders to create, implement, and monitor employee engagement action plans.
• Conduct exit interviews for voluntary separations; compile findings and partner with leaders on succession planning and talent strategies.
• Lead HR projects (e.g., retention, engagement, DEIB, special initiatives) by developing project plans, tracking milestones, communicating progress, and escalating risks.
• Ensure HR leadership is informed of emerging issues, risks, and developments within assigned client groups.
• Support HSL’s New Hire Orientation and organizational onboarding activities.
• Ensure compliance with all HR-related CARF and DPH requirements.
• Partner with HR specialist teams to communicate HR policies and practices; model the One HR philosophy by providing business context and enabling specialist success.
• Manage workforce analytics to connect people data to business outcomes (e.g., turnover, retention); oversee assigned unemployment case submissions.
• Champion culture by aligning policies, behaviors, and practices with HSL’s values; influence leaders to reinforce culture through daily operations.
• Identify and implement process improvements, technology enhancements, and workflow efficiencies; support leaders and staff in adopting new practices.
IV. Qualifications:
• Bachelor’s degree required with a minimum of 8 years of related experience.
• Must have demonstrated experience in managing a variety of employee relations issues, counseling all levels of staff, while working in an environment of change.
• Strong experience and impeccable judgment in employee relations matters with demonstrated decision making and critical thinking abilities with complex issues.
• Strategic agility and comfort with ambiguity with a track record of leading organizational change
• Exemplary facilitation skills and skilled at delivering difficult messages while maintaining constructive relationships.
• Effective interpersonal and motivational skills with excellent problem-solving abilities
• Exemplary written and verbal communication skills with an ability to facilitate learning sessions and give effective presentations
• Proficiency in Microsoft Excel, Word, PowerPoint, Outlook and Workday
• HR certification preferred.
V. Physical Requirements:
See Occupational Health Requirements

Remote Type:

Salary Range: