Senior Human Resources Business Partner

Role overview

Highlights for Children’s Human Resources team plays a central role in shaping the company’s growth and direction. The team’s purpose is to help every person in the Highlights community do their best work by building a strong performance culture where people want to join, develop, and remain.

The Senior Human Resources Business Partner is a strategic yet hands-on advisor to business leaders. In this role, you will help translate business goals into people priorities and support the execution of workforce, leadership, and talent initiatives across assigned groups. You will work closely with Centers of Excellence such as Talent Development and Total Rewards to turn enterprise people strategies into practical action.

This position is suited to someone who can think strategically, act decisively, influence leadership choices, coach managers, resolve complex employee matters, and help drive organizational change.

Key responsibilities

• Act as a trusted advisor to leaders on organizational design, leadership, workforce, and talent topics.
• Convert business goals into clear people strategies and priority actions.
• Shape leadership decisions using business understanding, data, organizational insight, and sound judgment.
• Spot organizational risks and opportunities early and propose solutions that support business results.
• Work with leaders to build the capability needed to achieve business objectives.
• Assess future workforce needs, skill gaps, and succession risks with business leaders.
• Lead talent reviews, succession planning conversations, and workforce planning activities for assigned teams.
• Collaborate with Talent Development to implement enterprise talent, leadership, and performance frameworks.
• Help leaders improve talent outcomes, leadership effectiveness, and succession readiness while providing constructive challenge and accountability.
• Track talent patterns and organizational health signals, then recommend actions to improve results.
• Coach leaders across levels on leadership effectiveness, team performance, talent decisions, and organizational challenges.
• Support the creation of high-performing, accountable, and engaged teams.
• Offer direct feedback and perspective to help leaders make stronger people and organizational decisions.
• Partner with Talent Development to identify leadership capability needs and support development efforts.
• Collaborate on organizational design, role clarity, team effectiveness, and change initiatives.
• Diagnose organizational issues and recommend improvements that strengthen effectiveness and business performance.
• Support the rollout of organizational changes and enterprise programs.
• Promote adoption of talent, leadership, and organizational effectiveness programs within assigned groups.
• Help leaders address employee, leadership, and organizational challenges.
• Guide performance management, employee relations, workforce decisions, and organizational change efforts.
• Balance strategic priorities with day-to-day operational needs to support business outcomes.
• Ensure talent, performance, engagement, and other people initiatives are executed effectively.
• Maintain awareness of daily business realities and workforce challenges.
• Provide support on employee relations issues, investigations, performance concerns, and workplace complaints.
• Partner with leaders on complex employee situations while balancing business needs, employee experience, and risk reduction.
• Make sure employment actions align with company values, policies, and legal requirements.
• Escalate major organizational or employee risks when needed.

Success measures

• Improved leadership capability within assigned groups.
• Effective workforce planning and succession discussions.
• Strong succession pipelines and organizational readiness.
• Better organizational effectiveness and team performance.
• Successful adoption and execution of enterprise talent and leadership programs.
• Greater manager capability and confidence.
• Positive employee engagement, retention, and organizational health indicators.
• Timely and effective resolution of employee and organizational issues.
• Strong credibility and influence with business leaders.
• Sound judgment in escalation, risk handling, and decision-making.

Experience and background

• At least 8 years of progressive human resources experience, including strategic partnership with business leaders.
• Background supporting directors, senior leaders, and leadership teams.
• Ability to balance strategic HR partnership with practical day-to-day execution.
• Experience with talent reviews, succession planning, workforce planning, and organizational change.
• Experience coaching managers and leaders at multiple levels of the organization.
• Experience handling employee relations, performance management, and broader organizational issues.
• Experience working in a Center of Excellence model and collaborating across HR functions.

Physical requirements

• Work may involve sitting for extended periods while using a computer.

Reasonable accommodation notice

Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. If you need support to apply for this job or to perform the role, you may request a reasonable accommodation. Examples include adjustments to the application process or work procedures, alternate document formats, a sign language interpreter, or specialized equipment.