HR BUSINESS PARTNER SENIOR - 76181

Executive Service

Job Overview:

The Human Resources Business Partner Senior (HRBP Sr.) serves within the Department of Human Resources (DOHR) as part of the HR Business Solutions division and partners directly with senior leadership in assigned agencies as a trusted advisor on human capital strategy and workforce initiatives. This position provides consultative guidance in the areas of strategic talent management, employee engagement, policies and procedures administration, retention, compensation, benefits, performance management, and employee relations, and delivers sound recommendations to support a productive, high-performing work environment aligned with agency business objectives. The HRBP Sr. collaborates across DOHR and HR functional areas to ensure enterprise HR priorities are effectively translated into agency-level strategies and value-added solutions for management and employees.

Key Responsibilities:

1. Partners with agency leadership and DOHR to develop and execute strategic talent management initiatives, including workforce and succession planning, talent assessment, development, and retention, using workforce data and trends to strengthen organizational capability and bench strength.

2. Oversees the effective application of the agency's HR function and develops/drives HR action plans that are aligned with DOHR while fostering a positive workplace culture.

3. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partner with the legal department as needed/required.

4. Provides advice to and meet with employees who have an inquiry, concern, or grievance that has not been resolved within their own team/group or that has been reported directly to HR.

5. Partners with agency leaders and advises on policy and procedure administration including employee relations, time and attendance, performance improvement plans, payroll, staffing/employment, performance review process, compensation, and benefits.

6. Provide HR support for voluntary and involuntary employee separations, reductions in force, and exit survey process.

7. Promotes support of HR initiatives and enterprise-wide objectives with a focus on coaching managers to enhance their leadership skills, reduce employment-related risk, and foster an environment that promotes employee engagement.

8. Assists in the interpretation of policies and practices for implementation in the agency and assures adherence to local legislation, regulations, and statutory requirements.

Minimum Qualifications:

Education and Experience: Bachelor's Degree in Business, Human Resources, or related field and a minimum of five to seven years of progressive HR leadership experience including broad knowledge in all HR areas including talent management, recruitment, employee relations, compensation and benefits, employee development, etc.

Substitution of Experience for Education: Progressive HR leadership experience may be substituted for the bachelor's degree on a year-for-year basis, up to a maximum of four years.

Pursuant to the State of Tennessee's Workplace Discrimination and Harassment policy, the State is firmly committed to the principle of fair and equal employment opportunities for its citizens and strives to protect the rights and opportunities of all people to seek, obtain, and hold employment without being subjected to illegal discrimination and harassment in the workplace. It is the State's policy to provide an environment free of discrimination and harassment of an individual because of that person's race, color, national origin, age (40 and over), sex, pregnancy, religion, creed, disability, veteran's status or any other category protected by state and/or federal civil rights laws.