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Senior Human Resources Business Partner
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Senior Human Resource Business Partner (HRBP)

Role Overview

The Senior Human Resource Business Partner is responsible for aligning business objectives with employees and management across functional business units. This position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The Senior Human Resources Business Partner will support the implementation of HR systems, processes, and procedures throughout the organization. This position provides support to the Human Resources Department regarding full life cycle recruitment, employee relations, worker’s compensation and benefits support, talent management support, compensation, and related objectives. This position routinely interacts with all internal employees and provides highly responsible and complex support to the Vice President of Human Resources.

This position is based in our NV office and will be working collaboratively to support HR needs across our US based and Canadian teams. The Senior Human Resource Business Partner reports directly to the VP, Human Resources.


• Manages and resolves complex employee relations issues; conducts effective, thorough, and objective


• Develop management tools and processes that help facilitate the Supervisor/Managers job such as position descriptions, orientation process, supervisor training, performance management and wage comparison surveys.

• Facilitate rewarding relationships and collaborate with staff and other departments to provide day-to-day performance management guidance such as coaching, counseling, discipline, career progression and development.

• Provide full life cycle recruitment support with a strong focus on sourcing, interviewing, assessing, and hiring qualified candidates; collaboration with departmental managers to understand skills and competencies required for vacancies.

• Develop and enforce consistent interviewing guidelines based on position requirements and assessment of competencies, train and coach managers on effective interviewing techniques.

• Complete all aspects of onboarding including but not limited to creating and extending offer letters, scheduling pre-employment, ensuring continuous communication with candidates throughout the pre-employment and hiring process to ensure an exceptional onboarding experience.

• Facilitate new hire orientation and implementation of employee recognition programs.

• Identify future hiring needs and collaborate with department managers to develop job descriptions.

• Identify gaps and opportunities to streamline policies, programs, procedures, compensation practices, and the recruitment cycle.

• Maintains in-depth knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law, reducing legal risks and ensuring regulatory compliance.

• Provide guidance and input on business unit organization structure/restructuring, workforce planning and succession planning.

• Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.

• Prepare and compile administrative and legal documents required for the new hire process; compile and maintain confidential and sensitive information such as personnel files; ensure documents are current, complete, and accurate.

• Compile and maintain confidential and sensitive information such as personnel files; ensure documents are current, complete, and accurate.

• Track, maintain and analyze trends and metrics in partnership with the HR group to develop solutions, programs, and policies related to employee headcount and turnover rates, diversity, equity, and inclusion (DEI), statistics, and talent and performance management.

• Readily assist with special events such as career fairs, and various other projects and activities.

• Assume day-to-day administrative functions of the HR department.



• Bachelor's degree in Human Resources or Business Administration or related field highly preferred.

• 5-8 years of related HR experience in mineral extraction or industrial environment preferred.

• Advanced education and/or certification such as SHRM-CP or PHR a plus

• Working knowledge of multiple human resource disciplines, including compensation practices, talent

acquisition, organizational diagnosis, employee relations, diversity, equity and inclusion, performance

management, and federal and state respective employment laws.

• Proficient in MS Word and Excel, and familiarity with HRIS programs.


• Ability to facilitate collaboration and interaction with individuals and groups including contractor, supplier, and vendor partners.

• Excellent oral and written communication skills and active listening skills.

• Effective analytical and problem-solving skills.

• Ability to act with integrity, professionalism, and confidentiality.

• Thorough knowledge of employment-related laws and regulations.

• Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems.

• Strong interpersonal skills and ability to work with all levels of internal employees and external stakeholders.

• High level of motivation, self-management, and effective prioritization skills.

• Highly effective organizational skills.

• Very high attention to detail.

• Excellent time management skills with a proven ability to meet deadlines.

• Ability to communicate effectively in one-on-one, small, and large group settings.

• Ability to take initiative and work independently in a results-oriented environment.

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