The Senior Human Resources Business Partner (Sr HRBP) serves as a trusted advisor and strategic consultant to Director-level leaders across the health system. This seasoned HR professional plays a critical role in shaping and executing high-impact HR strategies that drive organizational performance, workforce engagement, and long-term talent sustainability.

The Sr HRBP leads department-wide initiatives, supports large-scale organizational change, and designs comprehensive retention and workforce strategies. This role is responsible for managing complex HR projects, advising on organizational design, and aligning HR practices with the evolving needs of large departments or affiliate entities. The Sr HRBP also mentors junior HRBPs and contributes to the overall development of the HR Business Partner team.

Education:

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field required. Master’s preferred.

Licensure/Certification/Registry:

• Professional human resources certification(s), i.e., PHR, SPHR, SHRM-CP, SHRM-SCP is preferred.

Experience:

• 3-5 years of progressive experience in Human Resources or a related role, preferably in a healthcare or large organizational setting, with at least 2 years in a strategic HRBP or HR leadership role.
• Proven experience supporting Director-level or senior leaders in a complex, matrixed organization—healthcare experience strongly preferred.
• Demonstrated success in leading large-scale HR initiatives and organizational change efforts.
• Proficiency in HRIS systems, data analysis tools, and organizational design platforms.

Other Knowledge/Skills/Abilities:

• Strategic thinker with a systems mindset and a bias for action. Comfortable navigating ambiguity and influencing without authority.
• Exceptional communication, facilitation, and relationship-building skills.
• Passionate about developing people, teams, and inclusive workplace cultures.
• Collaborative, adaptable, and committed to continuous learning.
• Strong knowledge of HR best practices, employment law, and organizational development principles.
• Strong interpersonal and communication skills with the ability to build relationships at all levels of the organization.
• Analytical mindset with the ability to interpret data and translate insights into action.
• Team-oriented with a collaborative spirit and a customer-service mindset.
• Comfortable partnering with senior leaders, providing thought partnership and strategic HR guidance.
• High Emotional Intelligence (EQ): Skilled in understanding colleague/leader sentiment, fostering engagement, and adapting messaging accordingly.

• Serves as the primary HR partner to Director-level leaders, providing strategic guidance on workforce planning, talent development, and organizational effectiveness.
• Leads the design and execution of department-wide HR strategies that align with business goals and health system priorities.
• Acts as a thought partner to senior leaders on complex organizational challenges, including change management, succession planning, and culture transformation.
• Develops and supports the implementation of comprehensive retention strategies tailored to the unique needs of departments or affiliate organizations.
• Analyzes turnover trends, engagement data, and workforce feedback to identify root causes and recommend targeted interventions.
• Partners with leaders to foster inclusive, high-performing team cultures.
• Leads strategic workforce planning efforts, including organizational redesign, role alignment, and talent optimization.
• Oversees the development of job descriptions, organizational charts, and staffing models for large teams or departments undergoing transformation.
• Guides leaders through restructuring processes with a focus on long-term sustainability and employee impact.
• Manages and executes high-level HR initiatives such as leadership development programs, talent pipeline strategies, and cross-functional workforce projects.
• Collaborates with HR Centers of Excellence to ensure seamless integration of programs and policies across departments.
• Serves as a mentor and resource to Junior HR Business Partners, providing coaching and support on strategic HR practices.
• Contributes to the continuous improvement of HRBP team processes, tools, and capabilities.
• Leverages HR analytics and workforce data to inform strategic decisions and measure the impact of HR initiatives.
• Presents insights and recommendations to senior leadership in a clear, actionable format.

The intent of this job description is to provide a representative summary of the major duties and responsibilities performed by incumbents of this job. Incumbents may be requested to perform tasks other than those specifically presented in this description.