HR - Business Partner, Sr

HR - Business Partner, Sr

This position will be filled in New Orleans, LA. Hammond, LA may be considered.

Job Summary/Purpose

The HR Business Partner, Sr is a mid to senior level position that provides support in aligning business objectives with employees and management in designated business units. This position supports partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HR Business Partner, Sr does this by supporting and participating in the development, implementation, and continuous improvement of people programs to drive the successful execution of business strategies. The HR Business Partner, Sr provides strong HR business partner functional support and is the face of HR for employees typically up to director level leaders and below within their respective business unit, operating under limited supervision and can work independently and make decisions within their area(s) of expertise. This position requires a proactive individual who is comfortable with leading and navigating in situations of ambiguity and is passionate about people and committed to supporting our workforce in delivering premier performance.

Job Duties/Responsibilities

• Facilitates and leads the discussion of prioritized meetings related to people and talent related programs within their respective business units.
• Consults and mediates employee’s director level leaders and below positions is by providing HR guidance when appropriate.
• Identifies and analyzes trends and metrics in partnership with the HR group and provides recommendations in the development of solutions and business activities to drive desired outcomes.
• Ability to tell the story clearly and concisely with data, considering your audience, determine what data matters to get the message across.
• Consults and participates in managing issues related to employee relations up to director level leaders and below by collecting and preserving objective and effective evidence to support recommendations.
• Maintains in-depth knowledge of labor relations and compliance requirements related to day-to-day management of employees to support reducing labor risks and ensuring regulatory compliance.
• Partners with the labor relations department as needed/required.
• Maintains in-depth knowledge of legal and compliance requirements related to day-to-day management of employees to support reducing legal risks and ensuring regulatory compliance.
• Partners with the legal department as needed/required.
• Provides day-to-day performance management guidance for up to director-level leaders and below (e.g. coaching, counseling, career development, disciplinary actions).
• Works closely with up to director level leaders and below to improve work relationships, build morale, and increase productivity and retention.
• Translates and navigates HR policy guidance and int