Senior HR Business Partner

Eide Bailly LLP•Minneapolis, MN

1d•$130,000 - $185,000•Hybrid

About The Position

The Senior HR Business Partner serves as a strategic partner to senior leaders by aligning HR strategies with business priorities, driving workforce planning, talent development, and organizational change initiatives. Leverage analytics to inform decisions, strengthen engagement and retention, and build a strong talent pipeline while providing expert guidance on complex employee relations issues. Close collaboration with the People & Culture COEs, HR Operations, and executive leadership ensures accountability, cultural alignment, and effective execution of people-related strategies. A typical day might include the following: Partners with executive and service line leadership to develop and execute engagement, retention, and people strategies that align with business objectives, financial plans, culture, and competitive landscape. Serves as a strategic advisor to service line leaders on organizational effectiveness, workforce, and talent-related initiatives, informing and influencing strategic business decisions. Develops, implements, and evaluates HR strategies and initiatives that support service line goals, organizational performance, and long-term sustainability. Analyzes HR metrics, workforce trends, and predictive analytics to provide actionable insights, support workforce planning, and anticipate future talent needs. Leads enterprise and service line talent initiatives, including succession planning, leadership development, career planning, and pipeline development to ensure bench strength and continuity. Drives organizational change and cultural transformation initiatives, supporting leaders through periods of growth, change, and operational evolution. Identifies capability and training needs in partnership with leaders and learning teams, ensuring targeted development programs are implemented to support performance and engagement. Provides targeted executive coaching and consultation to senior leaders to enhance individual effectiveness, strengthen leadership teams, and support leadership development strategies in collaboration with the Executive Coaching team. Provides expert guidance on complex employee relations matters, including leading investigations and managing legal claims within the service line, ensuring risk mitigation and compliance. Collaborates closely with HR Business Advisors and other HRBPs to stay informed on office-level dynamics, reinforce accountability, and ensure consistent application of people practices across the service line. Ensures timely and accurate performance on assigned projects. Maintains compliance with project budgets, turnaround times, and deadlines.

Requirements

You have a Bachelor’s Degree in Business Administration, Human Resources or a related field required.
You have eight or more years in increasingly complex business or strategic roles, including at least one year of leadership responsibility preferred.
You have strategic thinking and business acumen to align people strategies with service line goals.
You can make data‑driven decisions using workforce analytics and HR insights.
You have strong professional judgment and discretion in high‑risk, sensitive situations.
You can collaborate cross‑functionally to drive alignment and execution.
You can influence senior leaders and lead organizational change effectively.
You can communicate clearly in writing and verbally.
You can work on multiple projects and meet deadlines by setting priorities with work projects.
You can establish and maintain effective working relationships with co-workers and clients.
You are proficieint with computers, Microsoft Office (Word and Excel) and using various software packages.
This role requires occasional out of town travel to Firm offices using a personal vehicle.
Must be authorized to work in the United States now or in the future without visa sponsorship.

Nice To Haves

HR Certification preferred
You have eight or more years in increasingly complex business or strategic roles, including at least one year of leadership responsibility preferred.

Responsibilities

Partners with executive and service line leadership to develop and execute engagement, retention, and people strategies that align with business objectives, financial plans, culture, and competitive landscape.
Serves as a strategic advisor to service line leaders on organizational effectiveness, workforce, and talent-related initiatives, informing and influencing strategic business decisions.
Develops, implements, and evaluates HR strategies and initiatives that support service line goals, organizational performance, and long-term sustainability.
Analyzes HR metrics, workforce trends, and predictive analytics to provide actionable insights, support workforce planning, and anticipate future talent needs.
Leads enterprise and service line talent initiatives, including succession planning, leadership development, career planning, and pipeline development to ensure bench strength and continuity.
Drives organizational change and cultural transformation initiatives, supporting leaders through periods of growth, change, and operational evolution.
Identifies capability and training needs in partnership with leaders and learning teams, ensuring targeted development programs are implemented to support performance and engagement.
Provides targeted executive coaching and consultation to senior leaders to enhance individual effectiveness, strengthen leadership teams, and support leadership development strategies in collaboration with the Executive Coaching team.
Provides expert guidance on complex employee relations matters, including leading investigations and managing legal claims within the service line, ensuring risk mitigation and compliance.
Collaborates closely with HR Business Advisors and other HRBPs to stay informed on office-level dynamics, reinforce accountability, and ensure consistent application of people practices across the service line.
Ensures timely and accurate performance on assigned projects.
Maintains compliance with project budgets, turnaround times, and deadlines.