OVERVIEW

Our Senior HR Business Partners (HRBP) are trusted advisors to senior leadership, driving impactful HR initiatives that align with our business goals and contribute to organizational success. They collaborate closely with leadership to influence talent management, increase division performance, and shape a positive and inclusive employee experience.
As a Senior HRBP, you will play a pivotal role in supporting and executing change, enhancing team collaboration, and building strong relationships across departments. We are seeking a dynamic and solutions-oriented HR leader who thrives in a fast-paced environment and is committed to delivering strategic value, solving complex challenges, and impacting company culture. If you are passionate about making a tangible impact on both people and business outcomes, we’d love to hear from you

REQUIREMENTS

• 5+ years of proven experience as an HRBP or similar role, with a focus on strategic HR initiatives
• Outstanding creativity, maturity, flexibility, and sound judgment in complex situations
• Demonstrated track record of building successful relationships and partnerships at all organizational levels
• Ability to work effectively in a fast-paced, dynamic environment
• Excellent communication (written and verbal), interpersonal and leadership skills
• Demonstrated strategic thinking and strong business acumen to drive organizational success
• Proven conflict resolution and negotiation skills, with the ability to manage diverse perspectives and achieve consensus
• Ability to make data-driven decisions, leveraging analytics to inform business strategies and improve outcomes
• Expertise in change management, with experience guiding teams through transitions and driving continuous improvement
• Strong knowledge of HR best practices, labor laws, and regulations including ADA, EEO, FMLA, Title VII, and wage and hour laws and benefits
• Bachelor’s in human resources, business, or communications

RECOMMENDED QUALIFICATIONS

• HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP)
• Experience in an information technology company during a time of high growth
• Strong leadership and coaching abilities
• MBA or Master’s in human resources, communications, industrial psychology, or marketing
  

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IF YOU DON’T MEET ALL OF THE PREFERRED QUALIFICATIONS FOR THIS POSITION, WE ENCOURAGE YOU TO STILL APPLY!

Esri is an equal opportunity employer (EOE) and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status, or any other characteristic protected by law. If you need reasonable accommodation for any part of the employment process, please email askcareers@esri.com and let us know the nature of your request and your contact information. Please note that only those inquiries concerning a request for reasonable accommodation will be responded to from this e-mail address.
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• Strategic Planning. Collaborate with senior management to develop HR strategies aligned with business goals. Implement initiatives to enhance employee engagement, retention, and performance.
• Solve problems. Address employee relations issues and provide guidance on conflict resolution. Collaborate with our Employee Relations team on investigations and recommend solutions to maintain a positive work environment. Proactively manage and resolve employee concerns and mitigate legal risk.
• Influence change. Lead change initiatives and support organizational transformation. Communicate changes effectively to employees and provide support through the transition process.
• Drive results. Further define and implement strategic talent management and performance management programs to align the workforce to achieve company goals. Analyze performance data to identify trends and provide coaching to managers on performance feedback. Utilize HR metrics and data analysis to drive decision-making. Generate reports on key HR metrics for management review.
• Be an expert. Serve as a consultative thought partner to leadership to align business needs with talent management objectives. Stay connected to the competitive landscape, including compensation and recommend strategic changes within the division. Ensure compliance with labor laws and regulations.
• Collaborate with stakeholders. Participate in and lead key meetings with business leaders and the HR team. Collaborate with business leaders to interpret business needs and identify talent priorities. Build strong partnerships with HR specialists in the areas of employee relations, talent acquisition, organizational development and training, and compliance.