Senior Human Resources Business Partner II

Overview

The Senior Human Resources Business Partner II serves as a strategic advisor to senior leaders and a distributed workforce, aligning people strategies with business objectives to drive organizational performance. This role provides expert guidance across complex employee relations, performance management, compliance, investigations, and employment lifecycle activities. The position partners closely with HR leadership, legal counsel, and cross-functional teams to manage risk, ensure regulatory compliance, and deliver effective talent, engagement, and workforce solutions that support a compliant, inclusive, and high-performing organization.

• Partner strategically with a distributed workforce and senior leaders across on-site and remote environments, cultivating trusted relationships that align people strategies with business goals and enhance organizational performance.
• Provide expert-level consultation to leaders and employees on complex human resources matters, including employee relations, performance management, workplace investigations, policy interpretation, and compliance with federal, state, and local employment laws.
• Translate organizational and people strategies into actionable HR initiatives that support talent development, engagement, succession planning, and organizational effectiveness.
• Lead and oversee employee relations investigations, including sensitive and high-risk matters, ensuring fair, consistent, and well-documented outcomes that mitigate organizational risk.
• Advise and coach leaders through disciplinary actions, performance improvement plans, and termination decisions, ensuring compliance, consistency, and alignment with company policies.
• Manage and maintain oversight of unemployment claims and hearings, including preparation and coaching of leaders and representing the organization as required.
• Provide end-to-end management of the I-9 employment eligibility verification process, ensuring compliance with all legal requirements and proactively identifying and mitigating potential compliance risks to support ongoing audit readiness and internal or external audits.
• Serve as a backup resource for Leaves of Absence, FMLA administration, and accommodation requests, maintaining compliant processes, complete documentation, and uninterrupted service delivery.
• Manage and coordinate immigration-related matters for employees, including visa processes, renewals, and compliance in partnership with legal counsel or external vendors.
• Partner with HR leadership to support benefits administration, including open enrollment planning, communications, and education around both traditional and non-traditional benefits offerings.
• Collaborate with HR, Training & Recruiting colleagues to ensure seamless onboarding, offboarding, and employee lifecycle processes, promoting a positive and compliant employee experience.
• Support company-wide employee engagement, wellness, and community initiatives, reinforcing organizational culture and values.
• Serve as a backup resource for employee concern reporting mechanisms (e.g., “We Listen” hotline), ensuring timely and appropriate response and escalation.
• Partner with internal and external legal counsel to support litigation matters, risk assessment, and compliance strategies, as directed by HR leadership.
• Remain current on evolving employment laws, HR best practices, and workforce trends, proactively advising leadership on potential impacts.
• Perform additional duties and special projects assigned in support of organizational priorities.
• All other duties as assigned.

• High School Diploma or equivalent.
• Bachelor’s degree in Human Resources, Business Administration, or a related field preferred; equivalent professional experience may be considered in lieu of a degree.
• Minimum of 10 years of progressively increasing responsibility in human resources, with at least 5 years in a Senior HR Business Partner role demonstrating advanced capability in employee relations, compliance, and strategic business alignment.
• Advanced knowledge of U.S. employment laws and regulations (Federal and multi-state), including FMLA, ADA, EEOC, wage and hour laws, and immigration/employment eligibility requirements.
• Proven ability to manage complex, high-risk HR matters and handle sensitive, confidential information with sound judgment, discretion, and professionalism in a fast-paced environment.
• Strong consultative skills with the ability to influence and advise senior leaders and drive organizational change.
• Superior written and verbal communication skills, with a proven ability to articulate complex information clearly to diverse audiences.
• Advanced proficiency in Microsoft Word and Excel for documentation, reporting, and analysis.
• Highly self-directed, accountable, and collaborative, with a strong commitment to ethical HR practices.
• Strong business acumen and strategic thinking.

• Workday experience highly preferred.
• SHRM-CP, SHRM-SCP, PHR or SPHR…