The Senior People & Culture (P&C) Business Partner leads the team of P&C Business Partners (BP). The Senior Business Partner’s focus is to deliver value-added service to the organization in alignment with business objectives, P&C policies and procedures, state and federal employment regulations, and best practices. 

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily.

• Develop and lead the BP team to deliver partnership with excellence to business leaders and their teams for the development of business strategies that boost productivity and growth.
• Partners with the Director of People Experience to develop, coordinate, and implements policies, processes, training initiatives, and surveys to support the organization's human resource compliance and strategy needs.
• Builds, develops, and maintains strong collaborative, consultative, working relationships across all the BP’s designated functional areas. Establishes then expands the BP model with presence, approachability, availability, and efficiency in offering accurate, timely feedback and support.
• Supports all employees to answer questions, offer guidance, and provide interpretation of the organization’s employment policies, practices, and regulations.
• Supports leaders with their day-to-day performance management (coaching, counseling, career development, etc.) to build up struggling performers, engage those who seek growth, and design internal development opportunities for high performers.
• Strives for 100% completion among leaders for all mandatory P&C processes including annual performance reviews and wage/salary reviews, acting as liaison and answering questions to meet deadlines. 
• Works closely with leaders to improve the team’s work relationships, build morale, maintain retention, increase productivity, build community, and strengthen skills while living out the organizational values.
• Manages employee relations issues by providing counsel and guidance to managers on grievance, disciplinary, and performance issues and leads investigations when necessary.
• Partners with managers for first-level workforce demand planning and administration; liaises with the Talent Acquisition (TA) team for any posting/sourcing/hiring needs. Follows up with hiring managers to support TA requests.
• Collaborates with managers to provide a seamless onboarding experience for all new team members, including training plans, goal development, and end-of-probation reviews.
• Initiates and renews contracts for Independent Contractors in designated business units.
• Pursues continuous improvement through analysis of trends, status, and metrics in partnership with P&C Quality Assurance (PCQA) to develop solutions, recommend programs, and implement policies.
• Conducts job satisfaction (“stay”) interviews, exit interviews, and any special interest surveys; report on findings/themes on a quarterly basis along with recommendations for programs to improve on lessons learned.
• Advocates for leaders and employees’ interests.
• Serves as ambassador for all DE&I initiatives by improving engagement and participation in the community and by advocating for the employee’s voice in all decisions/discussions.
• Maintains current, accurate, in-depth knowledge of regulatory and legal requirements related to employment and employment law, reducing risks, and ensuring compliance. Proposes “best practice” improvements in the P&C organization. Partners with the P&C Quality Assurance and escalates known risks and areas of deficiency to P&C Directors and as needed/required.
• Champions monthly Leadership Series with P&C (and ad hoc sessions as needed). Identifies topics of interest, prepares presentations, leads sessions, facilitates discussions, and answers questions.
• Lead employee recognition efforts, including semi-annual employee service awards and the quarterly Beacon Spotlight program. 
• Maintains records in an organized system ensuring retrieval for reporting or reviewing as needed. Files required reports in a timely manner.
• Other duties as assigned by Director of People Experience. 

The requirements listed below are representative of the knowledge, skill, and/or ability required.

• Supportive of Mercy Ships mission and vision and committed to its core values.
• Understand and apply servant leadership, work collaboratively with integrity, and demonstrate accountability.
• Demonstrates confidentiality and discretion in interactions with all employees and in respect to organizational and HR/P&C topics.  
• Excellent interpersonal skills (verbal and written) throughout all tiers and multiple locations of an organization including distributed workers.
• Flexibility to successfully work with multiple priorities.
• Experience with computer applications including HRIS.
• Ability to implement and lead P&C projects to completion.
• Demonstrated proficiency with Microsoft Office including constructing branded presentations and working in Excel.
• Possess presentation and training skills.
• Enjoy working with people and possess strong problem-solving and conflict resolution skills creating “win-win” scenarios.
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, DE&I, performance management, and federal and state employment laws.
• Proven experience being the face of HR/P&C, representing policies and practices to managers and employees across the organization with a consultative approach.
• Experience working autonomously with initiative, innovation, and accuracy.

The requirements listed below are representative of the education and/or experience required.

• Minimum of 5 years of core HR experience (performance management, compensation, employee relations, DE&I, employment law, etc.).
• Bachelor’s degree preferred.
• SHRM Certified Professional or HRCI credential preferred.
• Successful completion of Mercy Ships Entry Training will be required within the first year.