Senior Hr Business Partner

As a Senior HR Business Partner, you will drive the execution of the HR strategy and programs across one or more business lines that will build capability and increase organizational effectiveness. You will be an influential and credible senior HR leader, advising business leaders and partnering with executives to align HR programs to achieve business objectives. Essentially you will be the "Head of HR" for the respective businesses that you support. The incumbent will be a key member of the HR leadership team and will report directly to the Head of Human Resources.

Responsibilities: 

• Organizational Builder: Advise and partner with the business on how to evolve (org structure, role design, team effectiveness) to achieve strategic goals
• Adjust HR strategies to respond to changing business needs; assess the HR implications of strategic options.
• Identify and monitor critical HR metrics for business; analyze trends and predict future dynamics.
• Org design: Own the process of organization design and role creation/changes.
• Work with teams to enhance their effectiveness facilitating team-level interventions when needed.
• Talent Strategist: Ensure we have top talent in the most critical roles; Coach employees to grow and expand their personal impact.
• Determine the most critical value-creating roles, and ensure succession and development plans are in place for them.
• Help business create plans to develop the next generation of leaders, execute talent reviews.
• Implement the diversity & inclusion plan that aligns to the broader organizational strategy and contribute to increasing the awareness of the plan to business leaders and employees.
• Identify talent issues before they impact the business.
• Own quality of talent coming into the organization, play active part in interview assessments and hiring decisions for key roles.
• Deliver appropriate coaching and development feedback to managers and employees.
• Connector and Executor: Execute on HR projects and processes, connecting employees/leaders to appropriate experts within the firm.
• Ensure managers successfully onboard new employees; liaise with functional groups across HR to ensure technical and training elements of onboarding are complete. Personally lean in to support onboarding for senior, critical, and/or brand new roles.
• Support and lead annual HR programs and processes (e.g., Performance Management, Merit, Bonus).
• Partner effectively across compliance, legal, communications, finance and technology enable seamless experience for our employees and delivery of critical work.
• Risk Manager: Help the business manage and mitigate risks; Ensure managers understand the intent of policies and model the principles.
• Ensure business understands the intent and adheres to HR policies and procedures.
• Manage conflict resolution between employees and managers.
• Analyze Employee Relations and exit interview feedback to predict and mitigate future issues.
• Coach in the moment; when you see it or hear it, coach it. Demonstrating an accountable culture.

EDUCATION/EXPERIENCE REQUIREMENTS: (including certification, licenses, etc.)

• Bachelor's Degree required.
• Minimum of 12 years of experience in increasingly responsible Human Resources roles.
• Track record in building, leading, and managing cohesive HR teams.
• Proficiency in core HR systems and Microsoft Office Suite.
• Some Travel will be expected.
• Preferred experience having spent time in a company that has best in class HR along with rotated through smaller more entrepreneurial and nimble organizations.
• Preferred rotational experience in both specialist and generalist roles.

Knowledge, Skills And Abilities:

• Forges effective trusted advisor relationships by combining expertise with crisp, candid communications and energetic executive presence.
• Deep experience and knowledge of core HR functions that drive organizational effectiveness.
• Willingness to roll up sleeves and get into the details.
• A true change manager.
• Effectively manages multiple priorities in a matrixed environment.
• Highly collaborative and proactive communicator.
• Demonstrates execution edge while managing complex stakeholder relationships.
• Strong risk manager; broad and deep knowledge of commercial liabilities, best practices, employee relations, and applicable laws.
• Ability to influence outcomes through executive support and buy-in.
  

This role is eligible for bonus pay in addition to base salary. The anticipated base salary range for the position in Los Angeles is $155,000 - $200,000.