Senior HR Business Partner

The Senior HR Business Partner (HRBP) serves as the primary HR support and point of contact for assigned leaders and employees. The HRBP will partner with SEI leaders primarily on talent management, leadership consultation and advising, change management, communications, employee engagement, performance management and employee relations. The HRBP will also partner closely across the HR function, specifically Centers of Expertise (CoEs) and the People Operations Center (POC) to ensure shared understanding of client needs and alignment of support and delivery approach.

We are seeking a candidate who is open to a hybrid work schedule, ideally based in Minneapolis or Herndon. However, we are also open to considering remote candidates. Flexibility is key in our work environment, and our hybrid staff members typically spend two days a week in the office.

Serves as HR counsel and advisor on talent issues and practices

• Establish and maintain foundational relationships with assigned leaders and employees, using professional judgment regarding the frequency and cadence of proactive meetings with leaders. The HRBP uses leadership forums such as staff meetings and department meetings to establish themselves with leaders as a key partner and talent advisor and to convey key messages. Onboards new leaders to SEI, teaching foundational leadership skills and practices and establishing norms for how leaders engage with the HR team.

• Serves as primary HR contact for assigned clients (unless the question would be best referred to the People Operations Center or a CoE). BP's know leaders and business areas, and have baseline-to-advanced knowledge of each group, while balancing needs of all client groups efficiently. Time spent on proactive leadership coaching, development and effectiveness is balanced effectively with client issue resolution and problem solving.

• Delivers customized, responsive, timely and effective support requiring advanced judgment on range of talent-related issues- engagement, leader effectiveness, talent development, career path, communication, change management, compensation, recognition, disciplinary action, retention, and performance assessment

• Provides support to employees on ambiguous or qualitative issues, such as engagement, career progression, and development.

• Significant involvement in coaching leaders on staff engagement, challenging conversations, and performance assessment. Positions, counsels, and coaches leaders to effectively manage performance concerns with employees. Proactively counsels leaders to address ongoing performance/behavior concerns.

• From interactions with leaders and employees, gather and synthesize common themes and trends in employee feedback and leader behavior to improve team engagement and leader performance. Partner with HR Consulting (HRC) leaders and department leadership to share and create action plans to address and execute.

• Provide coaching, feedback, and guidance to leaders on their leadership and team engagement - partnering with next level leader as needed to reinforce messaging.

• Serves as counsel on key client initiatives related to organization design, talent management initiatives, and engagement, often in partnership with HRC leaders

• Use tools such as engagement surveys, 360 feedback instruments, HR reporting, and other data to bring observations and assessments to leaders to help them improve their team leadership, engagement, and operations.

Drives problem resolution and effectively applies HR expertise: Provides core services in these areas as HR practitioner and provider of critical HR support and services

• Demonstrates, counsels, and takes action with clients based on proficient HR practitioner & employee relations knowledge, awareness of current best practices and legal practices.

• Effectively prioritizes and evaluates most critical workload - addressing most critical and time-sensitive work first.

• Exhibits appropriate ownership and follow up with clients and partners.

• Provides change management consultation, including assessment of risk and cultural impact of business and HR decisions

• Applies policies and determines how to interpret in ambiguous situations

• Partners with leaders to effectively manage performance and conduct issues. Coaches of application of on Performance Improvement Plans and warnings in an effective, aligned and timely manner. Brings in HRC leaders based on interpretation of severity and risk; partners effectively with Legal.

• Applies best practices from an HR and legal standpoint.

• Support organization-wide initiatives such as performance management, merit, employee surveys, disclosure process, required training, etc.

Provides consistent and efficient HR administration and partners effectively across the function: Implements HR practices a timely and efficient manner that ensures smooth delivery of HR services. Drive solutions which further streamline, centralize, automate or drive efficiencies in these areas; particular emphasis will be on how to further leverage the partners across HR.

• In partnership with HRC leaders, acts as liaison between assigned clients and HR Centers of Expertise (COE). Fully understand COE services (POC, L&D, OE, Recruiting, Comp, Benefits, HRIS, and Employee Relations) and leverage these services to address and meet client's business needs based on input and insight from clients.

• In partnership with the Compensation team, provides support on aspects like job descriptions, levels, and titles; drives internal consistency, clarity and aligns to department needs

• Manages termination logistics

• Partners with the Talent Acquisition team as appropriate on key hiring or talent issues.

• Works with leaders to assess promotional readiness and department organization design.

• Effectively utilizes Workday to ensure accurate and timely transactions

• Leverages the POC consistently and for the right issues; addresses all escalated Tier 2 issues from the POC

• Possesses advanced knowledge of SEI HR policies/procedures

• Facilitates faculty transitions, assignments, documentation, etc. (for HRBPs supporting Faculty client groups)

• Managing data requests and aligning on data protocols with internal partners in HR

• Provides policy guidance and application

• Working in an HR model that is designed around HRBP - Center of Expertise experience strongly preferred.

• Supporting dedicated clients in aspects related to leadership effectiveness, employee engagement, conflict resolution, and interpretation and application of policy.

• Sr HRBP competencies include highly advanced levels of the above, as well as advanced levels of poise and presence, critical thinking and root-causes analysis capability, significant business acumen and enterprise thinking, and able to serve as strategic influencer with senior leadership.

• Demonstrated knowledge of business operations, management practices and principles, and human resource management trends and practices.

Job Skills:

• Knowledge of HR principles practices and processes and employment laws.

• Consultative skills (i.e. establish trust/credibility, ask probing questions to get at root issues, influence effectively, and confidently make recommendations to improve the effectiveness.

• Excellent interpersonal communication, project and change management skills.

• Solid computer skills (MS word, PowerPoint, Excel, Visio) and comfort learning new technologies. Proficiency with Workday strongly preferred.

• Ability to thrive in a dynamic, fast-paced, changing and growing organization.

• 6 or more years displayed experience typically in an HRBP or highly transferable roles.

Education:

• From an accredited institution; Bachelor's degree required

Certifications:

• None

Other:

• Must be able to travel occasionally should a business need arise. For most roles travel would not be common. Travel may involve plane, car or metro. In accordance with ADA policies, reasonable accommodations regarding travel limitations can be provided. Travel will be more common for roles such as Account Executives (25 - 50%), senior leaders (10 - 20%) or Capella Assistant Professors (5 - 10%).

• Ability to work onsite in Corporate or Campus location (in a typical office environment) may be required based on role. If so, this would include being mobile within the office, including movement from floor-to-floor using elevators or stairs.

• If remote or hybrid role, must have access to work in setting which enables meeting all requirements of the role (including privacy, reliable internet access, phone, ability to video conference, etc.) at a remote location.

• Faculty and Federal Work Study roles require access to work in setting which enables meeting all requirements of the role (including computer, privacy, reliable internet access, phone, ability to video conference, etc.) at a remote location.

• This role may require lifting, however reasonable accommodations will be provided in accordance with our ADA policies.

• Must be able to meet critical thinking and problem solving aspects aligned to job duties, as well as effectively communicating with co-workers.

• Must be able to work more than 40 hours per week when business needs warrant. Accommodations related to schedule may be considered.

• Able to access information using a computer.

• Other essential functions and marginal job functions are subject to modification.

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If you require a reasonable accommodation to complete our application process, please contact our Human Resources Department at Careers@strategiced.com.