Overview

The Role The Senior Human Resources Business Partner (Sr. HRBP) is a strategic advisor to the Emery Jensen field sales organization, serving as a trusted partner to sales leadership and a key driver of talent, performance, and retention outcomes. This role sits at the intersection of business strategy and people strategy-translating commercial goals into actionable HR solutions that enable a high performance sales culture. The Sr. HRBP partners closely with Sales Directors, Field Sales Managers, Business Development leaders, and Territory Managers to deliver a comprehensive HR agenda aligned to business growth and operational excellence. This role oversees and advances all core HR practices supporting the sales organization, including workforce planning, performance management, employee relations, leadership development, and organizational effectiveness. This position is pivotal in shaping culture, strengthening leadership capability, and ensuring HR strategies are proactively deployed to help the sales team achieve and sustain results.What You'll Do Strategic Influence & Business Alignment Align HR strategies, programs, and processes with the sales organization's strategic and operational goals.Actively support and reinforce company culture grounded in our core values.Partner closely with sales leaders to understand business challenges and translate them into people and talent solutions.Ensure HR policies, practices, and programs enable-not hinder-sales performance. Sales Partnership & Executive Advisory Serve as a trusted advisor and HR subject matter expert to the SVP of Sales, Sales Leadership, and people managers.Provide strategic counsel on organization design, workforce planning, succession planning, and talent development.Leverage business insight and trend awareness to proactively address organizational needs.Partner with Sales and HR Leadership to resolve employee relations matters, including investigations and complex performance issues. Organizational & Leadership Development Identify training and organizational development needs in partnership with sales leadership and your direct manager.Collaborate with the Organizational Development team to design and deliver scalable solutions.Coach and support sales leaders in their own leadership growth and development. Employee Relations & Performance Management Provide proactive coaching and consultation to leaders on staffing, performance management, employee relations, and policy application.Partner with HR leadership to recommend appropriate courses of action for corrective action, grievances, or compliance-related matters.Guide managers in identifying, documenting, and addressing performance gaps while strengthening engagement, productivity, and retention.Support employees directly by providing guidance on employee relations topics and acting as a mediator when needed.Continuously assess and anticipate employee relations trends and risks within the sales organization. Talent, Recruitment & Onboarding Evaluate recruiting and onboarding practices supporting sales roles, identify opportunities for improvement, and lead or support enhancement initiatives.Ensure hiring and onboarding experiences align with business needs, culture, and compliance standards. Training & Enablement Partner with your direct manager to design and deliver manager training across HR practices, including interviewing, performance management, corrective action, harassment prevention, policy education, and onboarding best practices. Process Improvement & Operational Excellence Identify, recommend, and implement improvements to HR processes, policies, and services that enhance efficiency and effectiveness.Develop and execute HR initiatives aligned with enterprise and sales-specific business objectives.Leverage data, reporting, and trend analysis to inform decisions and anticipate future HR needs.Partner with shared services to ensure compliance with all applicable federal and state employment regulatio