Sr. HR Business Partner

Express Employment International Headquarters•Oklahoma City, OK

3d•Onsite

About The Position

The Senior HR Business Partner (Senior HRBP) serves as a primary strategic HR partner and trusted advisor to corporate leaders and provides high-level, consultative HR support to franchisees and their internal staff. This role supports a complex, multi-state workforce and is responsible for aligning people strategies with business objectives, mitigating organizational and compliance risk, and driving workforce effectiveness. The Senior HRBP operates with a high degree of autonomy and influence, advising leaders on organizational design, talent strategy, performance management, employee relations, and change initiatives. This role applies advanced knowledge of federal, state, and local employment laws, leverages people analytics to inform decision-making, and partners closely with HR leadership to deliver consistent, compliant, and business-focused HR solutions.

Requirements

Bachelor’s degree in Human Resources or closely related field preferred
Minimum of 5+ years of progressive HR experience, including experience partnering with leaders at the manager and director level
Experience influencing organizational change and managing complex employee relations matters preferred
Experience supporting a multi-state, decentralized workforce required
HRCI and/or SHRM professional certification preferred
Demonstrated ability to act as a trusted advisor to senior leaders, with strong executive presence and consultative skills
Advanced knowledge of federal, state, and local employment laws and HR compliance requirements
Proven experience leading or influencing complex, high-risk employee relations and organizational issues
Strong analytical capabilities, including experience using data and metrics to inform strategy and recommendations
Excellent interpersonal, communication, and conflict management skills
Ability to exercise sound judgment, manage ambiguity, and operate effectively in a fast-paced, decentralized environment
High level of professionalism, discretion, and integrity
Proficiency with HRIS platforms, reporting tools, and HR technology

Responsibilities

Serve as the primary strategic HR partner and trusted advisor to HQ leaders, providing expert guidance across the full employee lifecycle, including talent planning, performance management, employee relations, succession planning, and organizational design and change initiatives
Provide advanced coaching and strategic counsel to managers and leaders on identifying and addressing performance concerns; oversee the design, implementation, and effectiveness of Performance Improvement Plans (PIPs), corrective actions, and related interceding's in alignment with HR policies, best practices, and risk mitigation strategies
Act as a senior HR point of contact and trusted consultant for franchisees and their internal staff, providing guidance on people-related matters while partnering closely with the People Operations team to support consistent, enterprise-wide practices.
Support and influence the resolution of complex, higher-risk, or escalated employee relations and compliance matters, as appropriate
Lead and oversee employee lifecycle transitions for HQ staff, including promotions, lateral moves, role redesigns, reorganizations, and compensation-related actions, in partnership with HR leadership and to ensure alignment with talent strategy, organizational needs, and equity principles
Analyze and track HR metrics related to employee relations, turnover, engagement, performance, and compliance to identify trends and inform recommendations
Leverage HR and people analytics to monitor and interpret key metrics such as employee relations trends, turnover drivers, engagement results, performance distribution, and compliance indicators. Use insights to identify patterns, highlight potential risks or opportunities, and provide data-informed recommendations to senior leadership
Lead the continuous review, evolution, and enhancement of HR policies, procedures, programs, and frameworks; apply deep expertise in federal, state, and local employment laws to provide proactive guidance and risk mitigation, escalating only the most complex matters as appropriate
Collaborate strategically with the People Operations Coordinator and broader HR team to drive integrated, efficient, and high-impact HR service delivery while championing alignment and continuous improvement across the HR function
Maintain expert-level knowledge of evolving HR best practices, employment law changes, and labor market trends; proactively advise leaders on implications and opportunities to strengthen organizational effectiveness and competitive positioning.
Perform other related strategic duties as assigned in support of organizational priorities and growth