Senior Human Resources Business Partner

This is a hybrid role reporting to our Itasca, IL or Norwalk, CT office.

The Senior Human Resources Business Partner (HRBP) serves as the organization’s primary expert and advisor on employee relations, working closely with leaders to proactively manage workplace issues, promote fair and consistent practices, and uphold a positive employee experience. While the role also contributes to broader HR activities—including talent acquisition, talent development, and change management—the HRBP’s core responsibility is to lead all facets of employee relations.

This includes investigations, performance management, policy interpretation, risk mitigation, coaching, and fostering a respectful, high‑performance culture. By leveraging data, sound judgment, and strong partnerships with leadership, the HRBP ensures the organization’s people practices support both compliance and business success.

This position is required to possess a comprehensive understanding of and adhere to the system of internal controls associated with the fundamental duties and responsibilities of the role. This includes compliance with SOX and all other pertinent regulatory and compliance policies and requirements.

• Serve as the primary point of contact for complex and sensitive employee relations matters, partnering closely with the VP, HR Operations and legal counsel to ensure fair, consistent, and legally compliant outcomes.
• Lead, conduct, and document thorough employee investigations, including workplace complaints, policy violations, and code‑of‑conduct concerns; prepare detailed reports and recommend action aligned with company values and risk mitigation.
• Partner with managers to navigate performance management, including coaching leaders, developing performance improvement plans, and monitoring progress toward resolution.
• Execute a structured process for documenting, tracking, and reporting ER cases, ensuring trends are identified early and appropriate preventative measures are implemented.
• Provide expert coaching and guidance to leaders on policy interpretation, conflict resolution, workplace behavior expectations, and constructive leadership practices.
• Proactively identify emerging employee‑relations risks and recommend strategies to strengthen culture, employee trust and compliance.
• Responsible for managing the employee Ombuds program for the company, from leading investigations to maintaining policy and ensuring awareness of program.

• Develop strong partnership with client groups, demonstrating strong business acumen to be a strategic partner able to translate business needs in people strategies
• Provide sound counsel and advice to senior management on human resources management issues, provide proactive management of controversial and sensitive staff issues.
• Lead full‑cycle recruitment when required, including sourcing, interviewing, selection, offer negotiation, and onboarding, working directly with hiring managers to understand workforce needs
• Partner with members of the HR function and organisation to inform programs, solutions, policies, guidelines and/or develop, implement new solutions
• Support the administration of HR policies and programs, ensuring alignment to best practices and regulatory requirements.
• Stay current on employment legislation, arbitration decisions and collective bargaining trends, applying insights to support consistent policy and case management.
• Perform other duties as assigned by management.

• Employee Relations and Risk Mitigation
• Talent Management & Development
• Employee Engagement & Retention
• HR Operational Efficiency
• Strategic Business Alignment
• Change Management & Communication

• Act independently;
  Decision‑making within Company policy.

• Responsibilities include leading Employee relations matters including but not limited to: investigations, facilitating discussions, acting as mediator in conflictual situations
• Interviewing, hiring, and training employees; planning, assigning, and directing work; appraising…