Senior Human Resources Business Partner

Job Overview

The Senior Human Resources Business Partner (Sr. HRBP) serves as a strategic and hands on partner to Operations leadership, providing comprehensive HR support across the employee lifecycle. This role delivers day to day HR guidance on performance management, employee development, workforce planning, and policy application, while also supporting employee relations matters and workplace investigations as needed. The Senior HR Business Partner balances legal considerations, operational needs, and Cogir values to help leaders make sound, timely, and practical people decisions.

This is an advanced level HRBP role with increased autonomy and responsibility, supporting complex and high impact situations with sound judgment and minimal oversight. In addition to traditional HR business partner responsibilities, the role may lead or support employee relations investigations and contribute to process improvements, policy development, and training initiatives that enhance consistency, compliance, and leader capability across the organization.

• Serve as a trusted advisor to Operations leadership, Executive Directors, and Regional leaders on employee relations, performance management, and workforce issues
• Provide practical, risk aware guidance on day to day people decisions, including discipline, terminations, policy interpretation, and complex employee situations
• Balance legal considerations, operational realities, and Cogir values to support sound, timely, and defensible decision making
• Support leadership through sensitive and high impact situations with calm, clear, and thoughtful guidance
• Escalate high risk or complex matters appropriately and collaborate closely with the Vice President of Employee Relations and Employment Counsel

• Coach leaders on effective performance management, documentation, and corrective action, with a focus on clarity, consistency, and fairness
• Advise leaders on addressing performance concerns early to reduce escalation and risk
• Support leaders in preparing for and conducting difficult conversations, including performance feedback, corrective action, and terminations
• Guide leaders in applying Cogir policies and practices in a consistent manner
• Reinforce accountability while maintaining a respectful, human focused approach
• Partner with leaders to develop improvement plans and support sustained performance outcomes

• Independently lead and conduct employee relations investigations, including allegations of misconduct, harassment, retaliation, policy violations, and other workplace concerns
• Serve as the primary point of contact for complex and sensitive employee relations matters within assigned regions or communities
• Ensure investigations are timely, thorough, well documented, and aligned with Cogir standards and applicable laws
• Gather and assess information through interviews, document review, and fact finding
• Prepare clear investigation summaries, findings, and recommendations as needed
• Advise leaders on appropriate courses of action based on investigation outcomes and risk considerations
• Support resolution of employee complaints in a consistent, fair, and practical manner
• Identify trends, repeat issues, or systemic concerns and elevate or address proactively

• Apply working knowledge of employment laws to day-to-day HR and employee relations guidance
• Identify potential compliance risks and escalates appropriately; partner closely with HR Compliance, HR leadership, and Legal, on compliance related matters as needed
• Support leaders in understanding and applying policies, procedures, and legal requirements in practical ways

• Independently draft and update assigned people management and employee relations policies and procedures to improve consistency, clarity, and operational effectiveness
• Ensure policies and procedures are practical, operationally workable, and aligned with legal requirements
• Independently develop and deliver assigned people management and ER related training for…