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Senior Hr Business Partner Jobs (NOW HIRING)

Rocket Youth Brands

Senior HR Business Partner

Tampa, FL · On-site

$100K - $120K/yr

Overview Senior HR Business Partner Location: Tampa, FL Job Type: Full-Time Classification: Exempt Salary: $100,000-$120,000 per year Position Overview Rocket Youth is seeking a Senior HR Business ...

PSEG

Sr. HR Business Partner

Hancocks Bridge, NJ · Hybrid

At PSEG, Sr. HR Business Partners are strategic partners who collaborate with senior leadership to shape our people strategy and inclusive culture. Sr. HR Business Partners play a leadership role in ...

memorial care

Sr. HR Business Partner

Long Beach, CA · On-site

$109K - $158K/yr

  • Medical

Title: Sr. HR Business Partner Location: Long Beach/On-Site Department: Human Resources Status: Full Time Shift: Day Pay Range*: $109,054.40 - $158,100.80/annually MemorialCare is a nonprofit ...

MemorialCare

Sr. HR Business Partner

Long Beach, CA · On-site

$109K - $158K/yr

  • Medical

Description Title: Sr. HR Business Partner Location: Long Beach/On-Site Department: Human Resources Status: Full Time Shift: Day Pay Range*: $109,054.40 - $158,100.80/annually MemorialCare is a ...

Rocket Youth

Senior HR Business Partner

Tampa, FL · On-site

$100K - $120K/yr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

The Senior HR Business Partner will work across a multi-site organization and support HR initiatives associated with both organic growth and acquisitions. Benefits * $100,000-$120,000 annual salary

ULINE

Senior Human Resources Business Partner

Waukegan, IL · On-site

  • Medical

  • Retirement

  • PTO

Senior Human Resources Business Partner Corporate Headquarters 12575 Uline Dr. Pleasant Prairie, WI 53158 At Uline, our people make the difference. As a Senior HR Business Partner, you'll shape ...

Addison Group

Sr HR Business Partner

Des Plaines, IL · On-site

$125/hr

  • Medical

  • Dental

  • Vision

Senior Human Resources Business Partner Location: Hybrid / Onsite (2x a week onsite) Job Type: Full-Time Industry: Professional Services / Financial Services Pay: $125-150k About Our Client Addison ...

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Senior Hr Business Partner information

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How much do senior hr business partner jobs pay per year?

As of Aug 18, 2026, the average yearly pay for senior hr business partner in the United States is $101,982.00, according to ZipRecruiter salary data. Most workers in this role earn between $82,000.00 and $116,500.00 per year, depending on experience, location, and employer.

What is a senior HR business partner?

A senior HR business partner, or HRBP, acts as the liaison between upper management and human resources. The job of an HR business partner is to ensure hiring practices align with the company’s overall business model and long-term goals. HRBPs work with the legal department to ensure that all HR practices fall within the acceptable parameters of labor law. As a senior HRBP, you work closely with upper management, directing those below you to implement policies.

What are the key skills and qualifications needed to thrive as a senior HR business partner?

To thrive as a Senior HR Business Partner, you need expertise in strategic HR management, employee relations, and organizational development, usually backed by a degree in human resources or business and several years of HR experience. Familiarity with HRIS platforms, data analytics tools, and relevant certifications such as SHRM-SCP or SPHR are typically required. Strong interpersonal skills, business acumen, and the ability to influence and advise stakeholders set top performers apart. These skills are crucial for aligning HR initiatives with business goals, driving organizational change, and supporting both leadership and employee success.

How does a senior HR business partner typically collaborate with business leaders to drive organizational change?

A Senior HR Business Partner (HRBP) works closely with business leaders to understand their strategic goals and aligns HR initiatives to support these objectives. This collaboration often involves advising on workforce planning, talent management, and organizational development. HRBPs facilitate change by coaching leaders, communicating initiatives, and ensuring consistent application of HR policies. They also play a key role in managing the people side of change, addressing employee concerns, and fostering a positive work culture during transitions.

What is the difference between Senior HR Business Partner vs HR Manager?

AspectSenior HR Business PartnerHR Manager
CredentialsHR certifications (e.g., SHRM-SCP, SPHR), relevant experienceHR certifications, management experience
Work EnvironmentStrategic partnership with leadership, cross-departmental collaborationOperational HR functions, team supervision
Employer & Industry UsageUsed in large organizations across industriesCommon in various organizations, including mid-sized companies
Search & Comparison IntentFocuses on strategic HR roles and business alignmentFocuses on HR operations and team management

The main difference is that a Senior HR Business Partner primarily works strategically with leadership to align HR initiatives with business goals, while an HR Manager handles day-to-day HR operations and manages HR teams. Both roles require HR certifications and experience, but their focus and scope differ significantly.

How much does a senior HR Business Partner get paid?

A senior HR Business Partner typically earns between $80,000 and $130,000 annually, depending on experience, location, and company size. They often have advanced HR certifications and strong strategic skills that influence compensation levels.

How much does a senior HR business partner make in the US?

A senior HR business partner in the US typically earns between $80,000 and $130,000 annually, with the median salary around $100,000. Compensation varies based on experience, industry, location, and company size, and may include bonuses and benefits.
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Senior Hr Business Partner jobs near you
Infographic showing various Senior Hr Business Partner job openings in the United States as of August 2026, with employment types broken down into 84% Full Time, 13% Part Time, and 3% Contract. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $101,982 per year, or $49 per hour.

Senior HR Business Partner

Oceaneering International, Inc.

Houston, TX • On-site

Full-time

Re-posted 6 days ago

Oceaneering rating

6.8

Company rating: 6.8 out of 10

Based on 22 frontline employees who took The Breakroom Quiz

367th of 490 rated machine equipment manufacturers

Job description


The Sr. HR Business Partner serves as a strategic advisor to senior leaders, translating business priorities, operating realities, and workforce needs into people strategies that enable performance, growth, transformation, and long-term business objectives. This role partners closely with leaders across Oceaneering's global functions to advance workforce planning, organization effectiveness, talent strategy, leadership capability, and employee engagement.
Working in partnership with HR Centers of Excellence, HR Operations, and regional HR teams, the Sr. HR Business Partner shapes and implements practical HR solutions that align to business needs and support enterprise priorities. The role uses workforce data, business insights, and talent analytics to identify trends, anticipate organizational risks, influence decisions, and measure progress against people-related outcomes.
Success in this role requires strong business acumen, executive influence, sound judgment, and the ability to lead through ambiguity and change. The Sr. HR Business Partner will help drive business and HR transformation by advising leaders, strengthening manager capability, supporting organizational design, and leading change management efforts that improve adoption, accountability, and organizational performance.
Responsibilities
  • Serve as a strategic advisor to senior leaders by translating business priorities, operating realities, and financial considerations into people strategies that enable organizational performance, growth, transformation, and long-term business objectives.
  • Lead strategic workforce and scenario planning for assigned client groups by assessing current and future talent needs, identifying skills and capability gaps, and developing practical talent plans aligned to business strategy.
  • Partner with business leaders to design and implement organization effectiveness initiatives, including operating model changes, organizational design, role clarity, decision rights, leadership alignment, and team effectiveness.
  • Lead change management for business and HR transformation efforts by developing change strategies, stakeholder plans, communication approaches, adoption tactics, and measures of success.
  • Use workforce data, business insights, and talent analytics to identify trends, anticipate organizational risks, influence leadership decisions, and monitor progress against people-related outcomes.
  • Advise leaders on talent strategy, succession planning, leadership development, performance management, engagement, retention, and talent movement to strengthen organizational capability and bench strength.
  • Coach and challenge leaders to build high-performing, inclusive, and accountable teams while strengthening manager capability in feedback, performance accountability, employee experience, and change adoption.
  • Partner with HR Centers of Excellence and HR Operations to shape, prioritize, and execute enterprise HR programs, ensuring solutions are aligned to business needs and implemented effectively within client groups.
  • Provide consultative guidance on complex employee relations, performance, and organizational matters, balancing business objectives, employee experience, risk mitigation, and compliance requirements.
  • Lead or support enterprise-wide HR initiatives tied to the overall HR strategy, including transformation, process improvement, talent programs, culture initiatives, and change management efforts.
  • Ability to travel domestically and internationally (up to 15%).
  • This position has supervisory responsibilities with 1-2 direct reports.
  • This position will report to the VP, Human Resources.

Qualifications
Required
  • 10+ years of experience in an HR Business Partner or related strategic HR role, including experience advising senior leaders, developing people strategies, leading change, influencing executives, and managing complex projects.
  • 5+ years of experience leading change management, transformation, organization effectiveness, or workforce planning initiatives.
  • Demonstrated ability to objectively coach leaders, managers, and employees through complex performance, organizational, and employee relations matters.
  • Demonstrated ability to build credibility, influence outcomes, and partner effectively across all levels of a complex, matrixed organization.
  • Relevant experience translating business strategies into people-related actions, workforce plans, talent priorities, and organizational solutions.
  • Understanding of applicable federal, state, and local employment laws and regulations.
  • Thorough understanding and practical application of HR principles, concepts, practices, standards, and risk-aware decision-making.

Desired
  • Bachelor's degree highly preferred
  • Masters Degree in Business, Human Resources or related field is a plus
  • Senior HR Business Partner experience is highly desirable.
  • Experience working in a global organization is a plus.
  • Experience working in a matrixed organization is a plus.

About Us
Oceaneering is a global provider of engineered services and products, primarily to the offshore energy industry. We develop products and services for use throughout the lifecycle of an offshore oilfield, from drilling to decommissioning. We operate the world's premier fleet of work class ROVs. Additionally, we are a leader in offshore oilfield maintenance services, umbilicals, subsea hardware, and tooling. We also use applied technology expertise to serve the defense, material handling, aerospace, science, and renewable energy industries.
Equal Opportunity Employer:
All qualified candidates will receive consideration for all positions without regard to race, color, age, religion, sex (including pregnancy), sexual orientation, gender identity, national origin, veteran status, disability, genetic information, or other non-merit factor.
About the Team
Our regional support functions play a critical role in enabling the success of all Oceaneering business units. These teams include disciplines such as Finance, HR, Recruitment, IT, HSE, Supply Chain, Quality, and Administration. Operating collaboratively across multiple departments and geographic locations, they provide responsive, high-quality support that ensures our operations run efficiently and safely. Having these teams based locally allows us to make timely decisions, respond quickly to operational needs, and maintain strong alignment with our business units and workforce.

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