RaceTrac Company Overview

Job Description:

The Senior HR Business Partner (Senior HRBP) plays a critical role in driving HR strategy and execution within the organization. This position partners closely with business leaders to align HR practices with strategic business objectives, ensuring the organization has the talent, capabilities, and culture needed to achieve long-term success. Additionally, the Senior HR Business Partner will also serve on cross-functional HR projects and provide guidance and thought leadership from the lens of our Store Support Center team members.

Responsibilities:

Serve as a trusted advisor and business partner to employees, managers, and leadership, providing strategic HR guidance to support organizational goals.Anticipate HR needs in the business, proactively identifying potential challenges and opportunities, and advising on effective solutions.Collaborate with managers and leaders to ensure the organization has the right talent in place to meet current and future needs; coordinate with Talent Acquisition, Talent Management, and Learning & Development functions accordingly.Lead performance management programs within assigned client group, including goal-setting, coaching, and development, ensuring alignment with business and HR goals.Drive initiatives to enhance employee engagement, performance, and alignment with company values and objectives.Lead and support organizational change management efforts, guiding the business through transformations such as restructuring, M&A, or business process changes.Support and lead culture initiatives that foster a high-performing, inclusive, and collaborative work environment.Act as an escalation point for complex employee relations issues, providing counsel and guidance to managers and employees.Promote a positive work environment by resolving conflicts, addressing employee concerns, and advising on disciplinary actions when necessary.Foster a culture of open communication and transparency, ensuring that employee concerns are handled in a timely and respectful manner.Provide coaching to managers and leaders, supporting their growth and development as effective people leaders.Work with leaders to set clear performance expectations, provide feedback, and ensure alignment with organizational goals.Utilize HR metrics, data, and analytics to drive decision-making and support business strategy.Monitor key data points such as turnover, engagement, and retention, using data to recommend actions and track progress against HR and business goals.Provide senior management with insights into workforce trends and potential areas of concern or opportunity.Ensure compliance with employment laws, regulations, and company policies; identify and mitigate organizational risk related to HR matters.Drive large-scale HR initiatives or projects, including talent management programs, employee engagement surveys, leadership training, or compensation strategy redesign within client groups.Work cross-functionally with other HR teams (e.g., compensation & benefits, learning & development, HR operations) to ensure alignment and successful project delivery.Continuously assess HR processes and programs to ensure effectiveness, proposing improvements and innovations where necessary.Serves as a mentor to HR Business Partner team; provides coaching, guidance, and thought leadership to the team.

Qualifications:

Bachelor’s degree from an accredited College or University, a concentration in Human Resources preferredMinimum of 7-10 years of experience in Human Resources, with at least 5 years in a senior or strategic HRBP role.Proven track record of successfully partnering with senior leadership on complex HR initiatives and driving organizational change.Strong experience consulting and guiding leaders in HR areas including talent management, employee relations, and performance management.Exceptional interpersonal and communication skills, with the ability to influence at all levels of the organization.Strong problem-solving and conflict resolution skills.Ability to navigate nuance and ambiguity with ease.Understanding of HR analytics, with the ability to interpret data and leverage data to drive decisions.Deep knowledge of HR best practices and able to balance best practice with what is best for the organization.Ability to manage multiple priorities in a fast-paced, dynamic environment.Proven leadership and project management capabilities.