Lead HR Business Partner, OpenGov

• Bachelor’s degree in Human Resources, Business Administration, or a related field
• 7+ years of progressive HR experience, with at least 3 years in an HRBP role
• Demonstrated expertise in handling complex organizational challenges with advanced problem-solving skills
• Strong ability to align HR strategies with organizational objectives using a strategic, data-driven approach
• Proficiency in navigating employee relations, organizational development, and performance management in dynamic environments
• Excellent communication, relationship-building, and influencing skills

Desirable

• The Lead HR Business Partner (HRBP) is a strategic individual contributor who serves as a trusted advisor to senior leaders, utilizing in-depth professional knowledge and business acumen to drive HR initiatives that align with organizational objectives
• This role addresses complex issues through innovative and effective solutions, ensuring interdepartmental collaboration and alignment with broader company goals
• The Lead HRBP is accountable for influencing talent strategies, organizational design, and workforce planning while fostering a high-performance culture and improving employee engagement and retention
• Act as a primary HR advisor to senior leaders, using advanced expertise to provide strategic guidance on workforce planning, talent strategies, and organizational design
• Address complex business challenges by evaluating variable factors, adapting processes, and proposing creative solutions
• Develop and execute HR strategies that align with business goals to enhance long-term organizational effectiveness
• Collaborate across HR Centers of Excellence (COEs) and other disciplines to ensure seamless delivery of programs and initiatives
• Network with internal and external stakeholders, influencing decision-making and ensuring alignment with the company’s broader objectives
• Lead company-wide initiatives to promote employee satisfaction, engagement, and a culture of inclusion and innovation
• Resolve complex employee relations matters, ensuring compliance and alignment with organizational values
• Design and implement retention programs and career development initiatives tailored to address workforce needs
• Administer and oversee employee recognition programs to align with company culture and manage associated budgets
• Oversee performance management processes, including goal-setting, feedback, and rewards alignment
• Develop leadership capabilities by coaching managers and aligning their practices with organizational priorities
• Partner with Learning & Development teams to design and implement targeted training to address talent gaps
• Lead succession planning efforts to ensure organizational readiness for key leadership transitions
• Analyze HR metrics to identify trends and deliver actionable insights to leadership
• Use data to inform and improve HR processes, programs, and organizational strategies
• Present findings and strategic recommendations to senior leaders to influence business decisions
• Effectively communicate HR updates and initiatives through collaboration platforms (e.g., Slack, email, team meetings)