Insperity provides the most comprehensive suite of scalable HR solutions available in the marketplace with an optimal blend of premium HR service and technology. With more than 90 locations throughout the U.S., Insperity is currently making a difference for thousands of businesses and communities nationwide.
Behind our success is the unshakeable belief in the value of our people. We value diversity, inclusivity and a sense of belonging. We celebrate work and life events, and we partner with our clients and communities to make great things happen.
We’ve earned recognition time and again as a top place to work—named among the best by respected organizations like Glassdoor and U.S. News & World Report. We’re also proud to be recognized for one of the country’s Top 50 Midsize Early Talent Programs through RippleMatch’s Campus Forward Awards. There’s never been a better time to be part of Insperity, and our best work is still ahead. Learn more at Insperity.com.
Why Insperity?
Flexibility: Over 80% of Insperity’s jobs have flexibility. We want your time to have balance, whether it’s spent with coworkers, clients, family or your community.
Career Growth: Insperity provides many ways to grow with the company. We offer continuous learning programs, mentorship opportunities and ongoing training.
Well-Being: Our total rewards package includes generous paid time off, top-tier medical, dental and vision benefits, health & wellness support, paid volunteer hours and much more. We take care of our people so that you can do your best work.
SENIOR HUMAN RESOURCE BUSINESS PARTNER
This position functions as a strategic partner to senior leaders within the assigned division(s), meeting regularly to review relent trends, business results and workforce metrics imperative to the company’s people strategy. In partnership with the Corporate HR department, and in alignment with business priorities, this position creates and oversees execution of the division’s unique talent plan by enabling leaders, facilitating change, and regularly communicating progress among key stakeholders.
RESPONSIBILITIES:
Builds productive relationships with assigned business leaders, functioning as a strategic partner to the division leadership team and as a liaison to the CHR department for the design and execution of talent strategies and the division’s talent plan.
Analyzes trends and metrics in partnership with the CHR leadership team to identify opportunities, conduct root cause analysis, and recommend solutions to achieve measurable business and talent objectives for the enterprise.
Monitors, in concert with the CHR team, imperative workforce metrics at the division level such as employee morale, turnover, diversity, VOE feedback, etc. and develops plans intended to improve employee retention, employee engagement and working relationships.
Partners with the compensation team as a liaison for the creation of jobs, career paths, organizational change, and education on total rewards.
Works with senior leaders on talent readiness and developing bench strength. Facilitates performance calibration discussions and guides the leadership team to maximize employee potential through individual and career development plans, talent assessments, education, and individual coaching relationships.
Participates in the development, evaluation, and monitoring of training programs to ensure success and skill proficiency, including new employee onboarding. Follows up with leaders to ensure training meets the requirements of the roles and that business objectives are met.
Develops long-term plans to help the division acquire and develop skillsets needed to grow the organization. Collaborates with CHR team to create and execute plans to hire, train, and retain talent.
Partners with the CTA team to improve recruitment outcomes, create a positive candidate experience and a strategic approach to talent acquisition that aligns with the organization’s short- and long-term goals.
QUALIFICATIONS:
Bachelor’s Degree in Human Resources, Business, or related field.
Minimum of five years of HR business partner experience with solid understanding of organization planning, job structure, learning management, data analytics, employee experience design and career paths to execute on the people strategy.
Minimum of five years of team leadership experience.
Experience partnering in a shared service model and working with HRIS or HCM.
LICENSES / CERTIFICATIONS
SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) preferred.
Insperity provides a reasonable compensation range for each posted role in accordance with applicable pay‑transparency laws. Actual compensation is influenced by a variety of job‑related factors, including skills, experience, and geographic location.
The compensation range for this position, representing the pay span across all locations where this role may be filled is
$102,800-$119,840At Insperity, we celebrate the diversity of our employees and our leadership. Insperity is an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status or any other characteristic protected by law, including criminal arrest and/or conviction records.