Human Resources Business Partner
Posted 14 Oct 2026
Advertised as “Sr. Human Resources Business Partner - Professional Services”
BranchFactor Summary
The original posting with the fluff stripped out
- Expected experience
- 5+ yrs
- Management level
- Individual contributor
- Employment
- On-Site
No salary listed for this role.
CertificationsBachelor’s Degree
Field of studyBusiness, Communications, Human Resources
CertificationsPHR, SPHR, SHRM-CP, SHRM-SCP, Master of Business Administration
Field of studyCommunications, Human Resources, Industrial Psychology, Marketing
Study levelMaster's
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.
Esri has a Relocation Assistance Program and can provide support with relocating to the Redlands, CA area for this position.
Responsibilities
- 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.