Senior HR Business Partner

This position is a covered position as defined in the Coquille Indian Tribe Chapter 185 Child Protection Ordinance.

The Senior Human Resources Business Partner (Sr. HRBP) serves as a trusted HR advisor and primary point of contact for employees and managers while providing leadership and direction to the HR Generalists. The Sr. HRBP performs the full range of HR Business Partner responsibilities while serving as the lead resource for complex or escalated employee relations, performance management, and workplace matters.

This position supports employee engagement, performance management, employee relations, workplace safety, and the overall employee experience. The Sr. HRBP works closely with department leaders, HR Generalists, the Talent Manager, Benefits Administrator, and other HR team members to provide consistent and responsive HR support throughout the employee lifecycle.

HR Business Partnership & Employee Relations

• Provide direct HR support to assigned departments and employees, including employee relations, performance management, policy guidance, workplace concerns, and day-to-day HR needs.
• Serve as the lead resource for complex or escalated employee relations and performance matters, providing guidance and support to HR Generalists and managers.
• Coach managers regarding performance, corrective action, conflict resolution, documentation, employee accountability, and effective people management.
• Conduct workplace investigations and coordinate significant or sensitive matters with the Executive Director of Human Resources.
• Support organizational changes, employee transitions, and other workforce needs.

HR Generalist(s) Leadership

• Supervise, coach, and develop HR Generalists while maintaining direct HR Business Partner responsibilities.
• Establish clear expectations, priorities, and deadlines and hold HR Generalists accountable for performance, responsiveness, follow-through, and quality of work.
• Regularly review workload, progress, and outstanding items to ensure assignments and employee or manager concerns are completed timely and effectively.
• Provide ongoing feedback, coaching, and performance management to HR Generalists and address performance concerns when expectations are not met.
• Provide guidance on employee relations, performance management, policy interpretation, and other HR matters.
• Serve as the escalation point for complex or sensitive matters and ensure appropriate follow-through and resolution.
• Promote consistent HR practices, service standards, and accountability across departments and locations.

HR Infrastructure & Process Improvement

• Lead and support HR projects and initiatives aligned with departmental and organizational priorities.
• Develop, document, and implement standardized HR processes, workflows, tools, templates, and service standards to support organizational growth and operational consistency.
• Identify gaps in HR policies, procedures, documentation, and manager resources, and recommend solutions that balance consistency with departmental and location-specific needs.
• Establish tracking mechanisms for employee relations matters, performance issues, investigations, and other HR activities to ensure timely follow-up and accountability.
• Partner with HR leadership and the HR team to prioritize and implement infrastructure improvements based on organizational needs, employee feedback, HR data, and operational trends.
• Develop project plans, define responsibilities and timelines, and monitor progress to ensure successful implementation of HR initiatives.

Employee Engagement & Performance

• Lead and support employee engagement, recognition, retention, and employee experience initiatives.
• Develop and coordinate employee surveys and feedback efforts and partner with leaders on resulting action plans.
• Support the performance review process and promote consistent performance management practices and policies.
• Conduct and oversee new-hire check-ins and other employee communications.
• Monitor employee relations, engagement, and turnover trends and recommend opportunities for improvement.

Employee Lifecycle & HR Team Partnership

• Partner with the Talent Manager and recruiting and onboarding team to support recruitment, orientation, onboarding, internal movement, and employee transitions.
• Partner with the Benefits Administrator to coordinate leaves of absence, accommodations, return-to-work matters, and related employee support.
• Coordinate involuntary separations with managers and HR leadership and conduct exit interviews.
• Partner with the Onboarding Specialist on administrative offboarding activities.
• Support resignations, transfers, promotions, retirements, and other employment transitions.

HR Operations & Workplace Support

• Provides support to HR Generalists for timely completion and approval of employee timecards and communicates with managers to address recurring issues.
• Coordinate badge and facility access and other day-to-day HR operational needs.
• Lead or participate in workplace safety meetings and initiatives and ensure appropriate follow-up on identified concerns.
• Support new-hire orientation and maintain a visible, approachable HR presence across Tribal locations.
• Identify opportunities to improve HR processes, service delivery, and the employee experience.

Organizational Support

• Partner with the Executive Director of Human Resources to implement HR policies, programs, and strategic initiatives.
• Provide manager training and coaching related to HR policies, employee relations, performance management, and people leadership.
• Maintain confidentiality and exercise sound judgment when handling sensitive employee and organizational matters.
• Travel between Tribal locations as needed.
• Perform other duties and special projects as assigned.

The above statements are intended to describe the general nature and level of work performed by this position and are not intended to be an exhaustive list of all responsibilities and duties.

Physical Demands

Requires the ability to communicate effectively in person, by telephone, and electronically; regularly operate standard office equipment; and occasionally lift and/or move materials associated with normal office operations. The position requires regular movement throughout Tribal facilities and travel between Tribal locations as needed. Reasonable accommodations may be made to enable individuals to perform the essential functions of the position.

REQUIRED KNOWLEDGE, SKILLS, AND ABILITIES

The individual must be able to perform the essential duties and responsibilities of the position safely, efficiently, and accurately. Work duties or processes may be modified, when appropriate and feasible, to support successful performance without creating a significant safety risk.

1. Strong knowledge of employee relations, performance management, HR practices, and employment policies.
2. Demonstrated ability to coach and advise managers and effectively address complex or sensitive workplace matters.
3. Ability to lead, coach, and develop HR staff while maintaining direct responsibility for assigned departments and employees.
4. Strong interpersonal, communication, conflict resolution, and problem-solving skills.
5. Ability to conduct workplace investigations and make sound, objective recommendations.
6. Ability to build trusted relationships with employees, managers, and organizational leadership.
7. Strong organizational skills with the ability to manage multiple priorities and follow matters through to resolution.
8. Ability to maintain a high degree of confidentiality, professionalism, discretion, and sound judgment.
9. Ability to work collaboratively across HR functions and provide consistent, responsive customer service.
10. Proficiency with HR information systems and standard business technology.

1. Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field; equivalent combination of education and progressively responsible HR experience may be considered.
2. Minimum of five years of progressively responsible human resources experience, including significant experience in employee relations and performance management.
3. Demonstrated experience advising and coaching managers on employee and workplace matters.
4. Extensive experience conducting workplace investigations and managing complex employee relations matters.
5. Previous leadership, supervisory, or senior-level HR experience.
6. Experience supervising or developing HR professionals.
7. Professional HR certification such as THRP, SHRM-CP, SHRM-SCP, PHR, or SPHR or willingness to obtain a certification within one year of hire.
8. Must possess a valid driver’s license and be able to travel between Tribal locations as required.
9. Experience working in a Tribal government, healthcare, public-sector, or similarly complex organization.