Job description

The Senior HR Business Partner reports to the Human Resources Manager and serves as a strategic advisor to leaders, translating business strategy into people strategy. The Sr. HRBP drives organizational effectiveness using workforce insights, strong business acumen, and enterprise HR partnership, while leading complex employee relations and leadership/talent initiatives for assigned client groups. Essential duties and responsibilities: • Serve as a strategic advisor to functional leadership, influencing business decisions by translating business needs into people strategies and execution plans. • Use data analytics and workforce trends (e.g., turnover, engagement, ER themes) to diagnose issues, recommend actions, and measure outcomes. • Recommend and lead organizational development strategies (e.g., structure, role clarity, quality improvement, performance enhancement, and problem solving) based on departmental trends and performance outcomes. • Develop effective leaders by coaching leaders on key themes aligned to business strategy; support talent review processes and leadership capability building. • Lead talent planning initiatives including succession planning, bench-strength development, identifying/closing talent gaps, and encouraging strength through diversity. • Lead and resolve complex employee relations matters; conduct thorough, objective investigations; ensure consistent, fair outcomes and risk mitigation. • Provide expert HR policy guidance and interpretation; ensure compliance and consistency while reducing legal and business risk. • Partner with Talent Acquisition and leadership on strategies to attract, recruit, and retain employees, particularly for critical or hard-to-fill roles. • Guide leaders through performance management, including high-impact or sensitive performance actions (coaching, corrective action strategy, documentation quality). • Design, lead, and/or deploy employee relations and well-being initiatives that improve engagement, retention, and the overall work environment at Tallgrass. • Consult with leaders on training strategy and capability needs; evaluate training effectiveness; facilitate key HR training sessions as needed. • Perform and/or oversee complex analytical and technical HR functions related to employee relations, performance management, HRIS reporting, classification and compensation support, dispute resolution, leave administration, workers’ compensation, and separation activities. • Interpret and explain human resources laws, administrative regulations, and HR policies and procedures to leaders and employees; provide practical guidance and escalation recommendations. • Maintain awareness of potential union encroachment; coordinate with management and labor relations regarding organizing activities/developments and readiness actions. • Drive continuous improvement efforts to streamline HR processes, improve service delivery, and decrease turnover within assigned groups. • Keep the HR team informed of client group issues, operational risks, and travel schedules; coordinate with broader HR functions to execute solutions. • Maintain regular, dependable attendance and consistently high performance; work non-traditional hours as needed. • Maintain a high regard for personal safety, the safety of company assets and employees, and the public. • Perform other daily, weekly, monthly, or special project duties as assigned. Minimum requirements: Education: • Bachelor’s degree in human resources management, Business Administration/Management or related field. • A minimum of five (8) years of direct work experience in an HR Generalist role may be considered as a substitute for a degree. Experience/Specific Knowledge: • Minimum five (8) years of experience actively working in a human resources environment as an HR/ER Generalist. • Employee relations experience is strongly preferred. • General understanding of how corporate policies, procedures, practices and processes relate to the HR function. • Intermediate proficiency level in MS Office applications that may include but are not limited to Outlook, Excel, Word, and PowerPoint. • Certifications, Licenses & Registrations: • Must possess and maintain a valid driver’s license and a driving record satisfactory to the company and its insurers (for travel). Competencies, Skills & Abilities • Ability to maintain strict confidentiality. • Ability to perform the required and expected duties with little or no direct supervision. • Strong analytical skills and logical thought processes, with the ability to identify and resolve complex and sensitive HR issues/problems. • Ability to identify expectations in an employee/employer relationship. • Basic knowledge and awareness of wage/hour, benefits, and employment laws/regulations. • Excellent communication and presentation skills. • Must be able to perform all essential and marginal functions of the job. • Must be able to work with a team, take direction from management, adhere to required work schedules, focus attention on details, and follow work rules. • Ability to successfully perform multiple tasks with strict deadlines. • Ability to organize and prioritize daily work. • Job level commensurate with experience and skill sets; position will be filled depending on qualifications, experience and skill sets of the successful candidate. Physical Demands: All of the physical requirements listed below are those that may be necessary for an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. • Sitting; standing; walking or moving throughout facility; driving; talking; seeing (specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus); hearing; feeling; bending or stooping; squatting or crouching; reaching; kneeling; pushing; pulling; lifting up to 25 lbs. • Minimal safety hazards; general office working conditions. • Must be able to sit for prolonged periods of time. • The employee is regularly required to use hands to type, touch, handle, or feel. The employee is required to talk and hear. The employee is frequently required to stand and reach with hands and arms. The employee is occasionally required to walk and climb or balance. The employee must regularly lift and /or move up to 10 pounds and occasionally lift and/or move up to 25 pounds. Working Conditions: • This is primarily an office environment with minimal travel to field locations including outdoor facilities. • Travel is required and is anticipated 10% of the time. • Required to carry a cell phone, and be available to respond during working and non-working hours. • The successful candidate will be required to clear a drug screen and a complete background check, including credit report for certain positions, after an offer has been extended and prior to being employed. Supervisory Responsibility: None PREFERRED EDUCATION, EXPERIENCE, CERTIFICATIONS, COMPETENCIES, SKILLS, & ABILITIES: Above the minimum requirements, not required but advantageous in this position: • Human resources certification or progress towards certification, is desirable. • Experience with Oracle HCM, SharePoint software preferred. Other responsibilities: The above statements describe the general nature and level of work being performed. This position may perform other duties as assigned.

Requirements

Must-haves

Serve as a strategic advisor to functional leadership, influencing business decisions by translating business needs into people strategies and execution plans.
Use data analytics and workforce trends (e.g., turnover, engagement, ER themes) to diagnose issues, recommend actions, and measure outcomes.
Recommend and lead organizational development strategies (e.g., structure, role clarity, quality improvement, performance enhancement, and problem solving) based on departmental trends and performance outcomes.
Develop effective leaders by coaching leaders on key themes aligned to business strategy; support talent review processes and leadership capability building.
Lead talent planning initiatives including succession planning, bench-strength development, identifying/closing talent gaps, and encouraging strength through diversity.
Lead and resolve complex employee relations matters; conduct thorough, objective investigations; ensure consistent, fair outcomes and risk mitigation.
Provide expert HR policy guidance and interpretation; ensure compliance and consistency while reducing legal and business risk.
Partner with Talent Acquisition and leadership on strategies to attract, recruit, and retain employees, particularly for critical or hard-to-fill roles.
Guide leaders through performance management, including high-impact or sensitive performance actions (coaching, corrective action strategy, documentation quality).
Design, lead, and/or deploy employee relations and well-being initiatives that improve engagement, retention, and the overall work environment at Tallgrass.
Consult with leaders on training strategy and capability needs; evaluate training effectiveness; facilitate key HR training sessions as needed.
Interpret and explain human resources laws, administrative regulations, and HR policies and procedures to leaders and employees; provide practical guidance and escalation recommendations.
Maintain awareness of potential union encroachment; coordinate with management and labor relations regarding organizing activities/developments and readiness actions.
Drive continuous improvement efforts to streamline HR processes, improve service delivery, and decrease turnover within assigned groups.
Keep the HR team informed of client group issues, operational risks, and travel schedules; coordinate with broader HR functions to execute solutions.
Maintain regular, dependable attendance and consistently high performance; work non-traditional hours as needed.
Maintain a high regard for personal safety, the safety of company assets and employees, and the public.
Perform other daily, weekly, monthly, or special project duties as assigned.
Bachelor’s degree in human resources management, Business Administration/Management or related field.
A minimum of five (8) years of direct work experience in an HR Generalist role may be considered as a substitute for a degree.
Minimum five (8) years of experience actively working in a human resources environment as an HR/ER Generalist.

Nice-to-haves

Employee relations experience is strongly preferred.
PREFERRED EDUCATION, EXPERIENCE, CERTIFICATIONS, COMPETENCIES, SKILLS, & ABILITIES:
Experience with Oracle HCM, SharePoint software preferred.

Application prep

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Platform: oracle-cloud
Effort: medium

Benefits

Benefits detected in the listing.

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