Senior HR Business Partner

Reports to: Director HR Business Partner Team  

Position Summary

The Senior Human Resources Business Partner (Sr. HRBP) serves as a trusted strategic advisor to Business Unit Leadership Teams and Corporate Leadership Teams, aligning people strategies, organizational capabilities, and talent priorities with business objectives. The Sr. HRBP anticipates business needs, influences organizational decisions, and develops proactive solutions that support business performance and long-term success. Operating with a high degree of independence, the Sr. HRBP navigates complex challenges, leads organizational change, strengthens leadership effectiveness, and reinforces PBI-Gordon Companies’ values and employee ownership culture. 

Compensation & Benefits 

• Employee Ownership (ESOP): Company-funded retirement contribution of approximately 18% of pay, plus 401(k) 
• Competitive base salary with performance-based bonus opportunity 
• Comprehensive benefits package: Medical, Dental, Vision, Life, Disability, FSA, and Pet Insurance 
• Generous paid time off, paid holidays, and parental leave 
• Fitness and tuition reimbursement programs 

Essential Duties & Responsibilities

• Serve as a strategic advisor and thought partner to Business Unit and Corporate Leadership Teams, aligning people priorities with business objectives and influencing decisions through sound judgment and data-driven insights. 
• Develop a deep understanding of business operations, financial drivers, organizational challenges, and growth opportunities to anticipate current and future workforce needs. 
• Partner with senior leaders to assess organizational effectiveness, structure, workforce capabilities, and opportunities to improve business performance. 
• Translate business priorities into actionable people strategies with clear objectives, accountability, and measures of success. 
• Lead strategic workforce planning, talent assessments, succession planning, critical role identification, and organizational capability development. 
• Coach senior leaders on leadership effectiveness, talent decisions, team performance, accountability, and organizational development. 
• Partner with Talent Acquisition and other HR team members on proactive talent attraction, development, engagement, and retention strategies. 
• Advise on complex, sensitive, and high-risk employee relations matters; provide guidance on performance management, conflict resolution, investigations, and employment decisions while minimizing organizational risk. 
• Apply advanced knowledge of employment laws, regulations, and company policies; partner with Legal and other stakeholders as appropriate. 
• Lead and influence significant organizational change, including restructurings, leadership transitions, and business transformation; develop practical communication and adoption strategies. 
• Lead complex HR programs and cross-functional initiatives, partnering with HR Business Partners, HR Managers, Employee Experience, Talent Acquisition, and other HR functions to ensure effective and consistent delivery. 
• Serve as a resource and mentor to other HR team members, sharing expertise and strengthening collective HR capability. 
• Provide direct leadership, coaching, and development to assigned HR team members, establishing clear expectations, driving accountability, and fostering a high-performing, collaborative team that delivers meaningful value to the business. 
• Use workforce metrics and trends to inform recommendations, assess effectiveness, and drive continuous improvement. 
• Champion the core values of Integrity, Innovation, Partnership, and Pride and promote a culture of employee ownership, accountability, and shared success. 

Safety Responsibilities

• Follow all company safety policies and procedures. 
• Participate in required safety training. 
• Report unsafe conditions, near misses, and incidents promptly.  

Required Qualifications

• Education 
  • Bachelor’s Degree in Human Resources, Industrial Relations, Business, or a related field from an accredited college or university. Advanced degree or HR certification (SHRM-SCP, SPHR) preferred.  
• Experience
  • 10–12+ years of progressive human resources experience, including substantial strategic HR business partnership experience and demonstrated success advising senior leaders, leading complex people initiatives, and navigating organizational change. Experience across multiple functions, locations, or business units preferred.  
  • Demonstrated experience directly leading and developing HR professionals, including performance management, coaching, talent development, and building high-performing teams. 
• Skills & Abilities 
  • Advanced business acumen and ability to connect people strategies with operational and financial performance. 
  • Strategic thinking, sound judgment, critical problem-solving, and comfort navigating ambiguity and complexity. 
  • Executive presence, influencing skills, and ability to constructively challenge and coach senior leaders. 
  • Advanced knowledge of HR principles, employment regulations, talent management, organizational effectiveness, and change management. 
  • Strong employee relations, conflict resolution, consultation, and risk assessment capabilities. 
  • Ability to independently lead complex initiatives and collaborate effectively across teams and functions. 
  • Strong analytical, written, verbal, and interpersonal communication skills.