Senior HR Business Partner

The Sr. HR Business Partner (Sr. HRBP) serves as a strategic partner to executives/senior leaders. Demonstrating a business-focused mindset, works with leaders to translate business plans and goals into human capital strategies needed to achieve desired results.Assigned to a business unit(s), the Sr. HRBP will establish and execute long and short-term human capital strategies while taking a hands-on approach and interface with professionals at all levels. The Sr. HRBP will lead organizational design and effectiveness (including business unit re-organizations) and talent development strategies. This role will work closely with the business, COEs and other partners to drive core people processes and solutions, as well as essential practices such as, talent attraction, engagement and retention strategies, workforce planning, performance management, compensation, employee relations, and change management.The Sr. HRBP will demonstrate expert consultation skills and support leaders to build, lead, and develop a diverse, high-performing, and engaged work force. Participates as a vital member of the business leadership team and serves as a positive role model for embracing change and transformation.The Sr. HRBP will be a key member of the HR Business Partner Team and may report to a Director, Human Resources or to the Vice President, Human Resources.Job Duties And Responsibilities• Serves as a strategic business partner and owns the relationship with senior leaders of assigned business unit(s). Provides consultation focused on transformational talent and culture agenda designed to attract, develop, engage, and retain the best talent in the industry.• Provides expert consulting and partners with the business to ensure the talent is prepared to deliver exceptional performance, through building strong organizational capabilities and culture. Develops, implements, and manages organizational programs relative to workforce planning, talent development, performance management, data analysis, total rewards, employee relations, employee engagement, and learning and development.• Aligned with the Talent COE, develops and deploys talent development and succession plans to ensure a talent pipeline that will successfully enable current strategies and future growth.• Works with HR Leaders, COE and the business on organizational change initiatives and provides organization design consultation on large-scale, complex business unit reorganizations.• Provides daily work direction to HRBPs and/or HR Project Analysts to deliver HR programs and initiatives.• Delivers thought leadership on HR and talent-related strategies, initiatives, programs, and policies. Works closely with HR Centers of Excellence to maximize the strategic value of HR.• Proactively identifies opportunities for business leaders to improve team performance; Analyzes business unit and talent data to identify trends and recommend innovative solutions to improve performance, retention, engagement, and employee experience.• Provides coaching to build leadership capabilities; works with senior leaders to address all types of employee matters ensuring a balanced perspective. Escalates matters as appropriate.• Assesses the organization’s training needs and leverages the Talent, Learning & Organizational Effectiveness organization to meet those needs.• Works on assigned HR and business facing projects that supports business units and/or overall HR priorities; manages small, medium, and large projects simultaneously with excellent attention to detail and proficiency; communicates to varying levels across the organization with an ability to tailor presentation style to the audience; effectively communicates complex information in easy-to- understand methods; navigates complex situations with poise and resiliency.• Builds critical partnerships and demonstrates high-level of collaboration with COEs and key stakeholders across Thrivent.• Recruits, develops, and sustains a high-performing team while promoting a culture of shared accountability, operational excellence, and partnership across the organization.• Assesses alignment and support for company mission, values, and strategies; provides recommendations on how to respond to emerging workplace trends and or how to address employee needs or issues with balance for both legal compliance and culture.• Demonstrated keen understanding of the enterprise strategy and ongoing transformation of the business. Partners with organizational leaders and communications function to ensure proactive, effective communication strategies and processes for issues or situations of varying complexity.• Identifies, advocates for, and implements Human Resources best practices across all areas of the business; simplifies or reduces non-value add processes. Helps the business identify and resolve opportunities for increased efficiency and a one-Thrivent approach. Enables and ensures compliance in regulated practices/licenses pertinent to team/department.• Understands latest trends in Human Resources overall and the HR Business Partnering discipline to continually advance knowledge, skills, and abilities.• Models Thrivent’s leadership competencies.• Supports and/or develops an environment in which Thrivent employees and colleagues are focused on continuous improvement, exceptional employee engagement, and an unwavering commitment to clients. Shapes a culture that represents the Thrivent’s purpose, promise and values, ensuring that Thrivent’s trust and reputation remain strong with employees and clients.Required Job Qualifications• Bachelor’s degree in HR, industrial relations, business, or related field.• 7 – 10+ years’ experience in HR leadership and/or HRBP role combined with a background in employee relations, organization design/development, talent acquisition, total rewards and/or performance management in a mid to large size organization.• Exceptional business and HR acumen, ability to connect the dots, identify strategic business priorities and drive meaningful impact in pragmatic and sustainable ways. Understands business processes, financial metrics, and organizational systems.• Organizational Design: Demonstrated ability to use a systems perspective to diagnose an organization and facilitate process improvements, including the right org. design to meet the needs of the business.• Employee Effectiveness: Demonstrated ability to keep in touch with the workforce, anticipating employee reaction and impact of business decisions.• Employee Relations: Understanding of employment law and ability to effectively navigate difficult employee relations issues.• Performance Management: Knowledge of the process of performance management that includes defining success, establishing measurements, providing feedback, and rewarding performance.• Workforce Planning: Demonstrated ability to identify the HR implications of the business plan and develop and implement innovative systems, processes, and solutions to meet identified needs with an external lens.• Engagement champion who understands how employee engagement directly influences business results.• Strategic thinker with strong conceptual ability, coupled with a proven track record of executing initiatives with excellence.• Exceptional communication and influencing skills. Ability to build trusted relationships with senior business leaders.• Facilitation skills for group processing, and learning experiences (in-person, large group and/or virtual settings).• Self-directed, able to effectively handle ambiguity, change, and transformation in a fast-paced environment.• Ability to effectively work and remain calm under pressure and manage multiple competing priorities.• Excellent coaching and people leadership skills.• Collaborative team player able to challenge the status quo while building effective partnerships with key stakeholders across the organization.• Tenacious, committed, constructive, and detail-oriented with high energy and sense of urgency.• Experience effectively leading through change; Passionate about helping to shape the future.• Role model for integrity; trusted to always do the right thing.• Proficient in MS office products, including Word, Excel, PowerPoint, and Outlook.• Experience with HRIS.Preferred Job Qualifications• Master’s degree preferred• Professional Certification SPHR/PHR/SHRM-CP/SHRM-SCP.• Experience in Financial services.• HR Experience with a Fortune 500 organization.• Experience with DEI initiatives and creating programs to establish and enhance the overall strategy.• Proven ability to work with different types of employee populations (hourly, sales, finance, actuarial, IT, etc.)• Experience with Workday.• PROSCI Change Certification.Pay TransparencyThrivent’s long-term growth depends on attracting, rewarding, and retaining people who are committed to helping others thrive with purpose. We accomplish this by offering a wide variety of market competitive compensation programs to attract, reward, and retain top talent. The applicable salary or hourly wage range for this full-time role is $133,386.00 - $180,464.00 per year, which factors in various geographic regions. The base pay actually offered will be determined by a variety of factors including, but not limited to, location, relevant experience, skills, and knowledge, business needs, market demand, and other factors Thrivent deems important.Thrivent is unique in our commitment to helping people to be wise with money and live balanced and generous lives. That extends to our benefits.The following benefits may be offered: various bonuses (including, for example, annual or long-term incentives); medical, dental, and vision insurance; health savings account; flexible spending account; 401k; pension; life and accidental death and dismemberment insurance; disability insurance; supplemental protection insurance; 20 days of Paid Time Off each year; Sick and Safe Time; 10 paid company holidays; Volunteer Time Off; paid parental leave; EAP; well-being benefits, and other employee benefits. Eligibility for receipt of these benefits is subject to the applicable plan/policy documents. Thrivent’s plans/policies are subject to change at any time at Thrivent’s discretion.Thrivent provides Equal Employment Opportunity (EEO) without regard to race, religion, color, sex, gender identity, sexual orientation, pregnancy, national origin, age, disability, marital status, citizenship status, military or veteran status, genetic information, or any other status protected by applicable local, state, or federal law. This policy applies to all employees and job applicants.Thrivent is committed to providing reasonable accommodation to individuals with disabilities. If you need a reasonable accommodation, please let us know by sending an email to human.resources@thrivent.com or call 800-847-4836 and request Human Resources.