Senior HR Business Partner, OpenGov

• The Senior HR Business Partner (Sr HRBP) is a seasoned and agile HR professional who thrives in a fast-paced, dynamic environment
• Bachelor’s degree in Human Resources, Business Administration, or a related field
• 5+ years of progressive HR experience, including HR business partnering or generalist roles
• Strong knowledge of HR principles, practices, and employment laws
• Demonstrated ability to work independently and manage multiple priorities
• Proficiency in HRIS systems and experience managing HR processes and programs
• Expertise in using Google Workspace (Sheets, Slides, Docs) and Mac applications
• Exceptional interpersonal and communication skills, with the ability to build relationships and trust at all levels of the organization

Desirable

• This role acts as a hands-on partner to business leaders and employees, delivering practical, solutions-oriented support that aligns with organizational goals
• The Sr HRBP rolls up their sleeves to collaborate closely with HR Centers of Excellence (COEs) and cross-functional teams, driving the implementation of people strategies, programs, and processes
• This position plays a critical role in translating business needs into HR actions, fostering a culture of engagement, performance, and continuous improvement while ensuring HR operations run seamlessly
• Strategic HR Partnership:
• Partner with managers and department leaders to understand business priorities and provide HR guidance across areas such as performance management, workforce planning, and organizational effectiveness
• Leverage HR knowledge to shape people strategies that drive business outcomes and foster a high-performance culture
• Partner closely with HR Centers of Excellence (COEs) to deliver and scale core HR programs across the organization
• Proactively assess HR tools, policies, and processes, recommending improvements that meet evolving business needs
• Employee Engagement and Retention:
• Conduct engagement surveys and pulse checks; analyze results and work with leaders to build action plans
• Provide guidance to managers on employee relations matters, performance conversations, and conflict resolution in line with company policies and values
• Support initiatives that foster a positive employee experience, build team cohesion, and promote retention
• Performance Management and Development:
• Lead and facilitate the performance management process, including goal setting, calibration, feedback, and performance reviews
• Coach managers on providing meaningful feedback, developing talent, and leading high-performing teams
• Identify training and development needs; partner with Learning & Development to coordinate learning opportunities and growth initiatives
• Support career pathing and internal mobility initiatives to retain top talent
• Employee Relations and Compliance:
• Provide hands-on support and coaching to managers in navigating complex employee relations matters such as performance concerns, interpersonal conflicts, and accommodations
• Ensure HR practices are applied consistently and in alignment with company values, internal policies, and all applicable labor laws
• Collaborate with internal stakeholders (e.g., Legal, HR COEs) to support processes such as immigration and policy enforcement
• Data and Analytics:
• Analyze HR data and metrics to identify trends, diagnose issues, and support decision-making
• Deliver data-based insights to leaders and recommend adjustments to improve engagement, retention, and performance outcomes
• Maintain data accuracy and integrity across HR systems and documentation.
• Collaboration and Communication:
• Build strong cross-functional partnerships with business leaders and People Team colleagues to ensure aligned, consistent HR support
• Communicate effectively across all levels of the organization, adapting messaging to suit a variety of audiences and contexts
• Promote transparency and trust through proactive, timely communication and follow-through