Symbiotic Services
Senior Human Resources Business Partner
Reporting directly to the Chief Human Resources Officer, the Senior HR Business Partner (HRBP) is a key HR leader responsible for overseeing a team of generalists who support a 600+ workforce, including 500 manufacturing employees. This role requires a hands-on approach to delivering full-cycle HR services, including recruitment, retention, employee relations, benefits administration, and safety. The HRBP will provide expert HR guidance to the division President of American Leather Operations and support administrative functions including Finance, Accounting, Marketing, IT, and Customer Service. The ideal candidate will demonstrate strong business acumen and experience as an HR Partner, with the ability to form strategic partnerships across the operating team to deliver impactful HR practices. This role also involves collaborative project work across HR business departments, focusing on initiatives such as LMS implementation, content development for learning, internal communications, and safety and compliance efforts. Primary Responsibilities: Provide strategic HR guidance to the division president and administrative leaders to support and align business and people initiatives. Manage full-cycle HR services, including workforce planning, recruiting, onboarding, goal setting, performance management, total rewards, and employee engagement to enhance the organization's talent and culture. Lead and develop a team of two HR generalists and a front desk administrator, fostering a collaborative and performance-focused environment. Address and resolve employee relations matters, guide department managers in team development, and ensure compliance with safety regulations and federal/state laws. Partner on HR projects like LMS implementation, learning content creation, internal communication improvements, and safety and compliance enhancements. Collect and analyze HR data to support business decisions, creating reports and presentations for management-level discussions. Ensure that HR practices comply with legal requirements and best practices, maintaining up-to-date knowledge of HR-related legislation. Minimum Requirements: Bachelor's degree or equivalent in human resources or a related field, or comparable work experience. 5+ years of professional HR experience, with a minimum of five years managing HR teams. Strong knowledge of HR rules, regulations, and best practices; skilled in conflict resolution, influencing business leaders, and effectively communicating at all levels. Preferred Qualifications: Manufacturing sector experience is a plus. HR certifications (e.g., SHRM-CP, HRBP) are strongly preferred. Experience in a matrix organization and with private equity-owned companies, ideally within a mid-size company ($60M-$100M revenue). Core Competencies: Offer timely feedback and guidance to develop others' skills and knowledge. Display a deep understanding of the business and industry to drive strategic HR initiatives. Prioritize customer needs, fostering productive relationships. Proactively seek and apply new knowledge in HR. Foster collaboration and goal achievement within the team.
Reporting directly to the Chief Human Resources Officer, the Senior HR Business Partner (HRBP) is a key HR leader responsible for overseeing a team of generalists who support a 600+ workforce, including 500 manufacturing employees. This role requires a hands-on approach to delivering full-cycle HR services, including recruitment, retention, employee relations, benefits administration, and safety. The HRBP will provide expert HR guidance to the division President of American Leather Operations and support administrative functions including Finance, Accounting, Marketing, IT, and Customer Service. The ideal candidate will demonstrate strong business acumen and experience as an HR Partner, with the ability to form strategic partnerships across the operating team to deliver impactful HR practices. This role also involves collaborative project work across HR business departments, focusing on initiatives such as LMS implementation, content development for learning, internal communications, and safety and compliance efforts. Primary Responsibilities: Provide strategic HR guidance to the division president and administrative leaders to support and align business and people initiatives. Manage full-cycle HR services, including workforce planning, recruiting, onboarding, goal setting, performance management, total rewards, and employee engagement to enhance the organization's talent and culture. Lead and develop a team of two HR generalists and a front desk administrator, fostering a collaborative and performance-focused environment. Address and resolve employee relations matters, guide department managers in team development, and ensure compliance with safety regulations and federal/state laws. Partner on HR projects like LMS implementation, learning content creation, internal communication improvements, and safety and compliance enhancements. Collect and analyze HR data to support business decisions, creating reports and presentations for management-level discussions. Ensure that HR practices comply with legal requirements and best practices, maintaining up-to-date knowledge of HR-related legislation. Minimum Requirements: Bachelor's degree or equivalent in human resources or a related field, or comparable work experience. 5+ years of professional HR experience, with a minimum of five years managing HR teams. Strong knowledge of HR rules, regulations, and best practices; skilled in conflict resolution, influencing business leaders, and effectively communicating at all levels. Preferred Qualifications: Manufacturing sector experience is a plus. HR certifications (e.g., SHRM-CP, HRBP) are strongly preferred. Experience in a matrix organization and with private equity-owned companies, ideally within a mid-size company ($60M-$100M revenue). Core Competencies: Offer timely feedback and guidance to develop others' skills and knowledge. Display a deep understanding of the business and industry to drive strategic HR initiatives. Prioritize customer needs, fostering productive relationships. Proactively seek and apply new knowledge in HR. Foster collaboration and goal achievement within the team.