Sr. Human Resources Business Partner

Position Summary

The Senior HR Business Partner (HRBP) is a highly motivated, experienced strategic advisor and self-starter who serves as a trusted partner with senior leaders and people managers. This pivotal role, reporting to the Senior Manager, Human Resources, offers a unique opportunity to drive people strategies that align with and enable Direct Travel’s overall business objectives, playing a crucial role in fostering a positive and productive work environment, enhancing organizational effectiveness, and ensuring a best-in-class employee experience for our associates.

The Senior HRBP brings strong business acumen, operational excellence, and deep HR expertise to influence leadership decisions, manage change, and scale people practices in a fast-paced, global and dynamic environment supporting client groups across the United States, Canada and other countries as needed. The Senior HRBP operates with a high degree of autonomy and addresses critical business needs timely and effectively while building strong and collaborative relations across the organization.

Responsibilities

Strategic Business & Consultative Partnership

• Act as a strategic HR partner to assigned business leaders, understanding their business goals and challenges, and translating them into actionable HR strategies and solutions.
• Lead and support, as a trusted advisor, critical talent initiatives including workforce planning, talent acquisition strategies, performance management, succession planning and leadership development programs.
• Influence decision-making using data, insights, and HR metrics to identify trends, diagnose organizational issues, and inform objective decision-making.
• Partner with people managers to develop workforce plans, plan hiring needs and address critical gaps and issues proactively.
• Partner with the Centers of Excellence (Compensation, Benefits, Talent Acquisition, People Operations) and peers to ensure alignment, and efficiencies with delivering integrated solutions to the business.
• Facilitate seamless and positive employee experiences throughout the employee life cycle.

Talent & Organizational Effectiveness

• Drive organizational effectiveness by identifying opportunities for improvement in structure, processes, and culture; support change management initiatives to ensure smooth transitions.
• Partner with leaders on talent planning, including workforce forecasting, capability building and critical value role identification.
• Support the development of high-potential leaders, development plans and coaching initiatives.
• Support large, multi-level organizations through growth, restructuring, and transformation initiatives.
• Champion DT’s culture and values and implement initiatives to enhance employee engagement, morale, and retention of key talent.
• Provide coaching and guidance to leaders and employees on a variety of topics, including career development, team dynamics, and effective communication.

Operational Excellence, HR Program Execution & Change Management

• Partner with the Senior Manager - HR, on complex change management initiatives including reorganizations, acquisitions and transformations.
• Partner with people leaders to manage organizational transitions, mergers, acquisitions, and integrations.
• Reinforce company culture and values during periods of change.
• Ensure consistent application of practices across client groups.
• Identify and implement opportunities to improve HRBP processes and ADP Lyric/Workday processes, workflows, and tools to enhance efficiency and scalability.
• Leverage ADP Lyric/Workday and people analytics to inform decisions, build reports to diagnose organizational health, and to recommend action plans where needed.
• Track metrics, streamline data management, and automate routine tasks.
• Collaborate with the HRBP and HR team on the standardization of HRBP templates, tools, and scorecards.
• Collaborate with the HR Centers of Excellence to deliver scalable HR solutions.
• Partner with the Compensation and Benefits COEs to ensure competitive compensation practices, effective benefits administration, and appropriate recognition programs to attract and retain top talent.

Employee Relations & Compliance

• Partner with people leaders to address performance issues fairly, timely and effectively.
• Provide expert guidance and resolution on complex employee relations issues, including investigations, disciplinary actions, and conflict resolution, always ensuring fair and consistent application of policies and compliance with labor laws.
• Implement and interpret HR policies, procedures, and programs; ensure compliance with all federal, state, province, and local employment laws and regulations.
• Coach leaders on risk mitigation, performance management, and corrective action plans.
• Mitigate organizational risk through proactive education with the business on policy, employment law and effective communication.

Basic Qualifications

Experience

• Bachelor’s degree in human resources, business administration, or related field.
• 8-12+ years of progressive HR experience, with significant time spent as an HR Business Partner or Advisor, including supporting senior leaders and large client groups.
• Demonstrated success partnering with leaders in large, complex, fast-paced changing environments (e.g. 1,000+ employees).
• Experience supporting large client groups (500+employees).
• Strong working knowledge of U.S. and Canadian employment law and HR practices preferred.
• Demonstrated ability to operate in a fast-paced, high-growth, or transformative environment.
• Experience leading and supporting change initiatives within an organization.
• Strong consulting, coaching, and influencing skills with senior leadership.
• Experience leading change and managing ambiguity.
• Strong business acumen with the ability to connect people strategy to financial and operational outcomes.

Skills

• Strong consultative and advisory skills with the ability to build trust, partner with, and influence leaders.
• Excellent analytical and problem solving skills, with a data-driven approach to decision-making.
• Coaching and consultative leadership style.
• Advanced employee relations expertise.
• Strategic and results-oriented thinking.
• Strong executive presence and influencing skills.
• Change management and organizational design expertise.
• Talent and succession planning expertise.
• Analytical problem-solving with ability to interpret data and trends to tell a story.
• Strong judgment, confidentiality, and integrity.
• Excellent communication, coaching, and facilitation skills.
• Exceptional organizational skills, with the ability to manage multiple clients and priorities simultaneously.
• Knowledge of Canadian and/or US employment regulations and hiring practices.

Technical Proficiency

• Proficient in Microsoft Office Suite (Word, Excel, PowerPoint).
• Experience with data analysis and presenting metrics to drive decision-making.