Sr. P&C Business Partner

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The Senior People & Culture (P&C) Business Partner works collaboratively with the Director, People & Culture and other Business Partners to support leaders within an assigned business segment. This role is responsible for delivering a broad range of human resources services and solutions, helping to drive engagement and support the organization’s People & Culture objectives. The position requires a strong HR foundation, the ability to influence and coach leaders, and experience managing initiatives that impact multiple teams or departments.

This position plays a key role in facilitating positive relationships between People & Culture and management to drive business results.

• Proactively develop a deep understanding of the business segment’s operations, goals, and challenges to build a strong partnership with leaders.
• Advise business segment leaders on performance management, employee relations, retention, legal compliance and engagement strategies, escalating to the Director, People & Culture when appropriate.
• Drive talent review and succession management, including high potential identification, development planning and successor identification for assigned business segments.
• Oversee employee relations matters, including investigations, conflict resolution, and high-impact performance management cases, ensuring alignment with company values and legal requirements.
• Facilitate organizational change by partnering with leaders to implement change management strategies, communicate effectively, and support teams through transitions.
• Serve as a primary point of contact for team members and managers regarding HR policies, employee matters, and benefits questions, escalating complex issues as needed.
• Support business segment engagement by working with leaders and team members to improve work relationships, drive performance, build morale, and increase retention through engagement initiatives and Gallup Q12 Action Plans.
• In conjunction with the Compensation Specialist, coach managers and employees on compensation practices, ensuring understanding of pay programs, equity, and total rewards.
• Participate in the coordination of large-scale People & Culture initiatives including new policy rollout, job & salary reviews, workforce planning, organizational change, onboarding & exit processes, diversity and leadership initiatives.
• Collaborate with Talent Acquisition, the Director, People & Culture, and other Business Partners on headcount planning, workforce analytics, and implementation of new HR processes.
• Ensure compliance with federal, state, local legal requirements by staying informed of legislation, enforcing adherence, and advising management on necessary actions.
• Provide backup for onboarding of newly hired team members and make updates and changes to current team members in multiple HR systems.
• Perform additional duties as assigned and demonstrate the ability to meet deadlines, manage multiple priorities, and collaborate effectively across the organization.

• Bachelor’s degree required; advanced degree in Human Resources, Business Administration, or related field preferred.
• 5-7 years of relevant HR/People & Culture experience, with at least 2-3 years in a business partner or advisory capacity.
• SHRM-CP or PHR certification preferred.
• Demonstrated experience supporting or leading HR projects, employee relations, performance management, onboarding, and benefits administration.
• Strong knowledge of employment law, HR best practices, and workforce planning.
• Strong MS Office skills—Word, Excel, PowerPoint.
• Ability to meet deadlines under pressure—strong time management skills.
• Good organizational and priority setting skills.
• Excellent verbal and written communication skills.
• Proactive self-starter who anticipates areas of added value.
• Adaptable to frequent competing demands and frequent changes.
• Approachable – able to build rapport with all leaders.

• Frequent sitting, telephone communication, and working on a computer for extended periods.
• Visual acuity required to perform activities close to the eyes.
• Team members are expected to maintain a dedicated and ergonomically appropriate remote workspace.
• Team members who live within commuting distance of one of our office locations (Greater Cincinnati/Northern Kentucky or Atlanta, Georgia) are expected to work in a hybrid capacity, with regular in-office presence as determined by the team or department.
• Team members who live outside of commuting distance will be designated as remote team members. Remote team members may be expected to travel to a designated office location occasionally for team meetings, training, or other business needs with reasonable notice.
• All team members must reside and perform their work within the United States.