***Must reside in Moutain or Pacific Time Zone***
Position Summary
The Senior Human Resources Business Partner (Senior HRBP) serves as a trusted strategic and hands-on advisor to leaders across all organizational levels, from first-line managers through executive leadership. This position aligns people strategies with business priorities, anticipates workforce and organizational needs, and delivers practical solutions across employee relations, organizational design, workforce planning, performance management, leadership development, and change management. The Senior HRBP applies sound judgment and consistent policy interpretation while collaborating with stakeholders to achieve effective, legally compliant business outcomes. The role supports multi-state operations and requires demonstrated working knowledge of employment laws and related HR practices.
Essential Duties and Responsibilities
This list of duties and responsibilities is not all-inclusive and may be expanded to include other duties and responsibilities, as management may deem necessary from time to time.
Strategic Business Partnership and Organizational Effectiveness
Build trusted relationships with first-line managers, middle management, senior leaders, and executives; provide proactive coaching, sound counsel, and solutions aligned with business objectives.
Understand assigned business units’ operations, financial drivers, staffing models, performance goals, and future needs; translate business priorities into actionable people plans.
Partner with leaders on workforce planning, staffing priorities, talent risks, organizational effectiveness, retention, and succession strategies; use HR metrics and business insights to inform decisions.
Utilize business insights and workforce data to identify risks, opportunities, and strategic solutions.
Ensure consistent application of policies, employment practices, and compliance requirements.
Organizational Change, Reorganizations, and Workforce Transitions
Partner with leaders to design and execute organizational changes, restructures, and workforce transitions.
Guide organizational design, job architecture, and workforce planning initiatives.
Advise on change management, employee communications, promotions, transfers, and separations.
Coordinate approved employee changes with Talent Acquisition, Dayforce, Compensation, Payroll, Benefits, Legal, and business leaders to ensure accurate system updates, approvals, documentation, communications, and effective dates.
Advise leaders on change communication, manager talking points, employee transitions, redeployment, promotions, transfers, and, when applicable, compliant separation processes; identify and mitigate people-related risks.
Talent Development, Performance, and Leadership Coaching
Guide managers in creating, documenting, implementing, and monitoring Individual Development Plans (IDPs), career development plans, and leadership development actions with measurable goals and follow-up.
Advise on performance expectations, coaching, feedback, performance improvement plans (PIPs), corrective action, and accountability, ensuring consistency, documentation, and appropriate review.
Lead or facilitate talent reviews/ calibration, succession planning, high-potential identification, and development discussions; help convert outcomes into practical action plans.
Identify capability gaps, training needs, and opportunities for cross-training; collaborate with learning partners and managers to evaluate development effectiveness.
Coach managers through difficult conversations, team dynamics, employee engagement, and retention challenges; support stay interviews and action planning.
Employee Relations, Policy, and Employment Law Compliance
Provide strategic guidance on complex employee relations matters, investigations, and workplace concerns.
Ensure compliance with employment laws, regulations, and company policies.
Promote fair, consistent, and solutions-oriented people practices.
Partner with HR leadership and Legal on risk assessment, policy updates, employee communications, and resolution of sensitive issues.
HR Operations, Collaboration, and Continuous Improvement
Collaborate across HR functions on staffing strategies, hiring priorities, internal movement, job descriptions, offer considerations, and transitions; coordinate with Compensation on pay grades and classification assessments.
Leverage workforce analytics to inform decision-making and drive business outcomes.
Lead or contribute to cross-functional HR initiatives, process improvements, manager education, change management, and communications.
Foster operational excellence through effective documentation, collaboration, and knowledge sharing.
Position Requirements
Education and Experience
Bachelor’s degree in Human Resources, Business Administration, or related field, or equivalent combination of education and experience.
8+ years of progressive human resources experience, including substantial HR business partnering, employee relations, organizational change, and leadership consultation experience.
Working knowledge of California employment laws, including wage and hour, leave administration, accommodation, and employee relations practices.
Demonstrated experience supporting reorganizations, workforce transitions, performance management, development plans, and talent/succession planning.
Working knowledge of multiple HR disciplines and applicable federal and state employment laws; demonstrated working knowledge of California employment law required.
Experience partnering with leaders across organizational levels, including executive stakeholders; multi-state and geographically dispersed workforce experience preferred.
Required Skills, Knowledge and Abilities
Strong business acumen and ability to influence leaders at all levels.
Executive presence and ability to build trusted partnerships across the organization.
Expertise in employee relations, leadership coaching, workforce planning, and change management.
Sound judgment balancing business objectives, employee experience, compliance, and risk.
Strong analytical, communication, facilitation, and project management skills.
Proficiency with Microsoft Office, HRIS systems, and workforce analytics.
Ability to manage multiple priorities in a fast-paced, multi-state environment.
Working knowledge of federal and state employment laws; California employment law experience preferred.
Commitment to fostering an inclusive, high-performing workplace culture.
Licenses & Certifications
SHRM-CP, SHRM-SCP, PHR, or SPHR preferred.
Valid driver’s license required.
Travel Requirements
Willingness to travel up to 50%.
Compensation & Benefits: Franklin Energy reasonably expects the starting salary for this position to fall between $100,000.00 and $110,000.00 Annually. The final offer will be determined based on relevant experience, skills, qualifications, internal equity, geographic location, and business needs. Franklin Energy offers a comprehensive benefits package, including medical, dental, and vision coverage; retirement benefits; paid time off; paid holidays; and other company-sponsored benefits and programs.