Job Description

That's a great approach! I've synthesized the requirements you specified--Recruitment (Talent Acquisition), Payroll Oversight, and Company Collaboration (HR Business Partnering)--into a comprehensive job description for a Senior HR Business Partner (Talent & Operations).

Senior HR Business Partner (Talent & Operations)

Job Summary

The Senior HR Business Partner (Senior HRBP) will serve as a strategic partner to designated business units, linking people strategy to core business goals. This role is crucial for ensuring the accurate and compliant execution of payroll and HR operations while driving the organization's talent acquisition strategy to meet current and future workforce needs.

Key Areas of Responsibility

I. Strategic Talent Acquisition & Planning

The Senior HRBP will lead talent initiatives to build a high-performing and engaged workforce.

Talent Strategy Leadership: Partner with leadership to forecast workforce needs and develop strategic talent acquisition plans that align with the long-term business strategy.
Recruitment Oversight: Lead the full-cycle recruitment process for senior and specialized roles, ensuring a consistent, high-quality candidate experience from sourcing to onboarding.
Process Excellence: Govern and continually improve recruitment processes, policies, and supporting technologies (e.g., ATS) to maximize efficiency and ensure legal compliance (EEO/anti-discrimination laws).
Employer Branding: Collaborate with marketing and communications teams to enhance the employer brand and develop effective sourcing and networking strategies.
Metrics & Reporting: Monitor and analyze key recruiting metrics (e.g., time-to-hire, cost-per-hire, turnover) to identify trends and recommend data-driven solutions.
II. Company Collaboration & Business Partnering

The Senior HRBP acts as a trusted advisor to management, driving organizational health and effectiveness.

Executive Consulting: Serve as the primary HR consultant to assigned business unit leaders, providing expert guidance on organizational design, change management, performance, and talent development.
Employee Relations: Manage and resolve complex employee relations issues, conducting thorough, objective investigations and providing guidance to managers to ensure fair and consistent policy application.
Performance Coaching: Coach managers on effective leadership practices, performance management, team development, and fostering an inclusive, high-engagement culture.
Cross-Functional Projects: Lead or actively participate in large-scale HR or company-wide projects that require coordination across departments (e.g., Finance, Legal, IT).
III. Payroll & HR Operations Oversight

This role ensures operational excellence and strict compliance in core compensation and administrative functions.

Payroll Data Integrity: Oversee the accurate and timely flow of critical employee information (new hires, terminations, salary changes, benefits elections, time-off data) to the payroll processing function.
Compliance Assurance: Ensure all payroll-related activities, including calculations and required record-keeping, adhere to federal and local wage and hour laws.
Audit Support: Coordinate with Finance and external auditors to provide necessary documentation and insights during internal and external payroll and HR compliance audits.
HRIS Management: Act as a super-user and key stakeholder for the HR Information System (HRIS), ensuring data accuracy and leveraging system capabilities to support operational and reporting needs.

Required Qualifications

Bachelor's degree in Human Resources, Business Administration, or a related field. (Master's degree or HR certification like SHRM-SCP or PHR preferred).
Minimum of 5-7 years of progressive HR experience, with demonstrable expertise in Talent Acquisition strategy, employee relations, and HR compliance.
Proven experience working as an HR Business Partner in a fast-paced environment.
Strong analytical skills with experience managing and interpreting HR metrics related to recruitment and retention.
In-depth knowledge of local, state, and federal labor laws and regulations.
Excellent communication, negotiation, and conflict resolution skills with the ability to influence leaders at all levels.
Job Type: Full-time

Pay: ?16,810.68 - ?44,413.66 per month

Benefits:

* Paid time off