Senior Human Resource Business Partner

Job Summary/Overview

The Senior HR Business Partner is responsible for developing, implementing and integrating HR practices into the commercial organization, specifically sales and marketing teams to achieve strategic business objectives.  This role provides consulting and coaching to leaders to support the business’s vision and objectives.  

Essential Duties and Responsibilities

• Serve as credible coach and business partner to leadership teams within the sales and marketing organizations.
• Support sales and marketing teams by aligning HR strategies with commercial objectives, ensuring that HR initiatives directly contribute to sales and marketing effectiveness.
• Develop and implement talent management strategies tailored to the unique needs of sales and marketing teams, including performance management, career development, and succession planning.
• Collaborate with sales and marketing leaders to identify and address workforce challenges, such as talent acquisition, retention, and employee engagement specific to these functions.
• Provide guidance on compensation and incentive programs that motivate and reward sales and marketing employees, aligning with business objectives and market competitiveness.
• Actively manage escalated employee relations. Facilitate the process between employees and leadership to discuss/resolve issues.
• Using data-driven approach, partner with management to determine best strategy/actions for solving business challenges.
• Analyze training and development needs and implement the training and development agenda.
• Facilitate training programs focused on enhancing the skills and capabilities of sales and marketing professionals, ensuring they are equipped to meet market demands and business goals.
• Drive consistent application of employment policies and employee development by reviewing management actions; advising managers; reviewing disciplinary, appraisal and counseling actions.
• Direct and coordinate the recruitment, selection, promotion and onboarding of talent.
• Administer core HR processes: performance appraisal, compensation, objective setting, and organizational capability/succession planning.
• Promote employee engagement and partner with leaders to drive a values-based performance culture.
• Provide sound HR judgment when problem solving and making decisions to support the client group.
• Partner with leadership teams to implement successful organizational changes.
• Collaborate with HR colleagues within the business unit and across the enterprise (e.g., Talent, Compensation, Recruiting, Payroll, Field HR) to drive implementation of HR projects and initiatives.  
• Manage and execute HR programs and projects independently and as part of cross-functional teams that address organizational needs and goals.
• Manage multiple priorities in a face-paced environment with effective communication and follow-through on commitments.
• Maintain HR system and data as needed.
• Other duties as assigned

Knowledge, Skills, Competencies, and Abilities

• Change agent mentality along with coaching capability.
• Strong ability to influence business leadership decisions.
• Strong employee relations skills and business management coaching.
• Ability to manage through conflict while maintaining strong relationships with stakeholders. 
• Ability to make quick and effective decisions.
• Strong problem-solving capabilities.
• Strategic agility and tactical execution.
• Travel Percentage 20 – 30%

Required Qualifications

• B.S. Degree in Business, Industrial Relations, Human Resources, or a related field  
• 5+ years of HR experience and/or training
• Equivalent combinations of experience and education may be considered
• Extensive change management experience