Senior Human Resources Business Partner

Job Description Summary:

Focus Partners is growing—and so is our vision for Human Resources. With more than 2,000 team members across the country, we are building an HR team designed to support our people, leaders, and business for the future.

As a Senior HR Generalist, you will play a key role in that evolution. This is a relationship-focused role with an emphasis on team member communication, HR projects, and partnership across the organization. You will serve as a trusted connection between our team members, leaders, and the broader HR team, helping ensure our people have the information, resources, and support they need to be successful. You will also support the team on strategic initiatives and projects, giving you exposure to the broader HR function and an opportunity to make a meaningful impact on how we evolve as an organization.

Our HR model has recently shifted to a Centers of Excellence structure, including Talent Acquisition, Talent Management, Total Rewards, and HR Operations. These teams bring deep expertise to their respective areas, while this role provides an important connection between those teams and our team members and leaders.

This role also offers the opportunity to partner closely with our HR Business Partners, gain exposure to the HRBP career path, and build the skills and experience that can help position you for future growth in that area.

Due to our rapid growth and evolving organization, this position requires flexibility and adaptability. Priorities may shift, new opportunities may emerge, and the ability to step in, collaborate, and support the business where needed will be an important part of success in this role.

Job Description:

Primary Responsibilities

• Serve as a key HR point of contact for team members, helping them navigate HR programs, resources, processes, and questions.
• Build strong relationships with team members and leaders by providing responsive, thoughtful, and service-oriented HR support.
• Help identify opportunities to improve how HR communicates with and supports team members across the organization.
• Support the CHRO with communications, strategic initiatives, research, and projects.
• Support the team with day-to-day HR tasks including HR workflows and tasks in Workday.
• Partner with HR Business Partners and Centers of Excellence on team member relations and performance management matters, providing an opportunity to develop broader HRBP skills and experience.
• Coordinate cross-functional projects involving HR Centers of Excellence, business leaders, and other stakeholders. These could include performance management, team member engagement, learning, development and more.
• Maintain knowledge of current employment laws and regulatory requirements related to team member management and escalate matters as appropriate.
• Participate in the onboarding and offboarding process, including planning and discussions, documentation, exit surveys, retirements, and communication plans.
• Establish and support strategic engagement initiatives designed to enhance the team member experience.
• Help promote consistency, alignment, and best practices across departments while keeping business objectives in mind.
• Support merger and acquisition activities by supporting the onboarding process and help new team members feel welcomed, informed, and connected.

Qualifications

• Bachelor's degree and a minimum of 3+ years of relevant Human Resources experience.
• Experience working across multiple areas of HR, such as team member relations, performance management, talent development, HR operations, or HR programs.
• Strong written and verbal communication skills, with the ability to communicate HR information clearly to a broad team member population.
• Strong relationship-building skills and a service-oriented approach to supporting team members and leaders.
• Ability to handle sensitive and confidential information with discretion and sound judgment.
• Strong organizational skills and attention to detail.
• Experience with Workday is a plus.

This position is an exempt position. The annualized base pay range for this role is expected to be between $80,000-$95,000 base salary compensation range. Actual base pay may vary based on factors including, but not limited to, experience, subject matter expertise, geographic location where work will be performed, and the applicant’s skill set. The base pay is just one component of the total compensation package. Other rewards may include an annual cash bonus and a comprehensive benefits package, including but not limited to medical, dental, vision, life insurance, and 401(k). Please note that the job title is subject to change based on the selected candidate’s experience and education.

Focus Partners is an organization of wealth, asset, and business management resources that brings strength, innovation, and partnership to client relationships. Through a comprehensive range of services, Focus Partners supports clients at every stage of life, helping them manage their financial future. Focus Partners uses research-backed investment strategies to create custom-built portfolios and delivers personalized wealth planning solutions to clients in all 50 states. Focus Partners is part of Focus, a leading financial services firm comprised of wealth management, family office, and business management services. To learn more about Focus, visit focuspartners.com or follow the company on LinkedIn.

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Focus is a leading financial services firm comprised of integrated wealth management, family office, and business management services. Blending deep expertise and expansive resources with a boutique, client-first fiduciary philosophy, Focus helps individuals, families, and institutions navigate complex financial situations with highly personalized solutions tailored to their unique needs. To learn more about Focus, visit www.focusfinancialpartners.com or follow the company on LinkedIn.

EEO Statement: Focus is an equal opportunity employer and bases its employment decisions on the employee or candidate’s skillset, and without regard to an employee or candidate’s race, color, religion, sex (including pregnancy), gender identity, sexual orientation, national origin, age, disability, genetic information, veteran status, or any other characteristic protected by local, state and/or federal law.

 

Focus complies with federal and state disability laws and makes reasonable accommodations for applicants and employees with disabilities. If reasonable accommodation is needed to participate in the job application or interview process, to perform essential job functions, and/or to receive other benefits and privileges of employment, please contact careers@focuspartners.com

The following language is for US based roles only

 

For California Applicants: Information on your California privacy rights can be found here

 

For Indiana Applicants: It is unlawful for an employer to discriminate against a prospective employee on the basis of status as a veteran by refusing to employ an applicant on the basis that they are a veteran of the armed forces of the United States, a member of the Indiana National Guard or a member of a reserve component.

 

For Maryland Applicants: I UNDERSTAND THAT UNDER MARYLAND LAW, AN EMPLOYER MAY NOT REQUIRE OR DEMAND, AS A CONDITION OF EMPLOYMENT, PROSPECTIVE EMPLOYMENT OR CONTINUED EMPLOYMENT, THAT ANY INDIVIDUAL SUBMIT TO OR TAKE A POLYGRAP OR SIMILAR TEST.  AN EMPLOYER WHO VIOLATES THIS LAW IS GUILTY OF A MISDEMEANOR AND SUBJECT TO A FINE NOT EXCEEDING $100. 

 

For Massachusetts Applicants: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment.  An employer who violates this shall be subject to criminal penalties and civil liability. 

 

For Montana Applicants: If hired, the employment relationship is governed by the Wrongful Discharge from Employment Act. Mont. Code Ann. Section 39-2-901.

 

For Rhode Island Applicants: Focus is subject to Chapters 29-38 of Title 28 of the General Laws of Rhode Island and is therefore covered by the state’s workers’ compensation law. If you willfully provide false information about your ability to perform the essential functions of the job, with or without reasonable accommodations, you may be barred from filing a claim under the provisions of the Workers’ Compensation Act of the State of Rhode Island if the false information is directly related to the personal injury that is the basis for the new claim for compensation.  The Company complies fully with the Americans with Disabilities Act.