Minimum qualifications:

• 3+ years of HR or relevant work experience
• Up to 10 travel
• Human Resources Management: Strong understanding of core HR
• Collaboration: Works effectively across HR teams and Finance partners
• Problem Solving: Uses data and insights to identify challenges, inform decisions, and deliver measurable results
• Stakeholder Management: Builds trusted relationships and collaborates effectively with leaders, teams, and HR partners across the organization
• Organizational Skills and Prioritizes tasks effectively, managing multiple deadlines and stakeholders while maintaining accuracy and quality
• Data Analysis & Reporting - analyzes and interprets HR data to produce accurate reports, uncover trends, and support informed decision-making
• Proficient in Microsoft Excel and PowerPoint
• Must be legally authorized to work in the United States for any employer without sponsorship
• Successful completion of interview required to meet job qualification
• Reliable, punctual attendance is a crucial function of the position

Preferred qualifications:

• SHRM-CP or equivalent certifications

About the job:

The Senior HR Partner Representative for Finance applies HR knowledge and a foundational understanding of related business disciplines to support organizational needs and help solve operational challenges. The role works independently with business units to develop practical HR solutions and may lead specific initiatives or ongoing programs. Additionally, this role supports data-driven insights, ensures data accuracy, and contributes to employee engagement and development activities across the Finance organization.

Core accountabilities / key responsibilities:

• Coordinates HR projects and activities within approved HR plans, analyses HR data and key people metrics to support delivery of the HR and business strategy.
• Coaches and supports business line managers in making changes to their organization or in sensitive decisions/activities, encourages them to be role models of diversity and inclusion and promote an environment of respect, ensures advice is aligned with the broader HR plans and priorities.
• Serves as day-to-day contact for represented population carrying out labor relations type activities (large volume of direct support) when providing Operational/ Frontline support.
• Coordinates talent, performance and compensation management processes and supports line managers in assessing talent, having effective career conversations and identifying critical roles, facilitating calibration, succession and action planning and ensures individual actions from talent reviews are completed and monitored.
• Carries out workforce planning activities for the business to achieve their long-term talent goals.
• Stays up to date with external legal context to pre-empt employee relations issues and supports line managers in managing informal and formal ER cases, driving robust and fair outcomes.
• Conducts implementation and monitoring activities for a variety of human resource programs; typically supports multiple teams or a department within a division.