Senior Human Resources Business Partner

Job Title:  Senior Human Resources Business Partner
Job Location: Seattle, WA or San Francisco, CA

 

Are you ready to lead, innovate, and make an impact in a rapidly evolving workplace? We’re seeking a motivated Senior Human Resources Business Partner to be the strategic backbone of our HR team in our Chicago station.

This is your opportunity to build a culture where employees can thrive and grow.

You’ll shape policies, champion development, and partner with our leaders to align HR strategies with business goals.

 

Bring your experience, insight, and passion to drive progressive HR practices, engage employees, and foster an inclusive environment.

With a role that combines hands-on HR management and strategic influence, you’ll play a vital part in creating an exceptional workplace experience.

 

As the Senior Human Resources Manager, you will have a primary focus on employee relations, labor relations, performance management, talent management, and driving engagement and retention initiatives.

The Senior HRBP position implements various HR processes and policies by providing day-to-day HR support and solutions to attract, manage, develop, motivate and retain employees to achieve business objectives in line with business needs, overarching HR plans/policies, best practices and current legislation.

 

Key Responsibilities:


* Drive Core HR Initiatives: Oversee the implementation of key HR functions, including employment, employee relations, labor relations, compensation, benefits, performance management, and workforce planning within one of DGF’s largest operations.


* Collaborate for Strategic Impact: Partner with the Area HR Director to create forward-thinking HR solutions that align with our Area strategy and support our business goals.


* Trusted HR Advisor: Serve as a strategic partner and trusted advisor to leaders at multiple levels, addressing both tactical and strategic HR issues to support business growth, transformation, and organizational capability-building.


* Ensure Policy Consistency: Promote fair and consistent application of company-wide employee and labor relations policies.

Provide guidance to managers and employees to resolve employee relations matters effectively and professionally.


* Foster High-Performance Culture: Partner with the Area HR Director to craft and implement HR policies that drive high performance and talent retention, fostering a culture of excellence.


* Lead Talent Acquisition and Onboarding: Manage staffing efforts for both exempt and non-exempt roles, supporting managers with sourcing, interviewing, offering, and onboarding top candidates.


* Drive Succession Planning: Lead succession planning initiatives, identifying talent gaps and development needs to mitigate risk and strengthen the leadership pipeline.


* Champion Leadership Development: Promote continuous leadership growth by identifying and delivering relevant training opportunities.
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