Senior Human Resources Business Partner (Sr. HRBP)

Employment Type: Full-time

Position Overview

At Owens & Minor, we are a critical part of the healthcare process. As a Fortune 500 company with 350+ facilities across the US and 22,000 teammates in over 90 countries, we provide integrated technologies, products and services across the full continuum of care. Customers—and their patients—are at the heart of what we do. Our mission is to empower our customers to advance healthcare, and our success starts with our teammates.

The Senior Human Resources Business Partner (Sr. HRBP) serves as a strategic advisor and partner to functional business leaders, ensuring that HR practices align with company goals and comply with legal requirements. The HRBP leads and coaches teams of HR professionals, develops HR strategies, and provides expertise on various HR matters like talent management, employee relations, and compensation.

Core Responsibilities

• Works with the leadership team to provide strategic counsel regarding the unit's vision, mission, structure, processes, and people. Recommends, designs, and facilitates implementation of solutions while also ensuring alignment with the company's strategic direction.
• Leads HR services initiation, oversight, and delivery for the business unit (employee relations, compensation administration, performance management, change management, talent management, decision support, etc.), coordinating with HR peers and Centers of Excellence (COE’s) to deliver consistent services across the business units/organization.
• Leads a group of human resources professionals who support the needs of the business unit’s leadership/management teams, ensuring they provide strategic insight and delivery of the organization’s HR operations and functions.
• Coordinates and builds process tools, collateral materials, and presentations to support organizational design and development initiatives/roll-out. Leverages work across regions and business units to increase uniformity, efficiency, and scalability of work.
• Partners closely with the Total Rewards COE in designing, implementing, and administering competitive salary, benefits, incentives, and recognition programs.
• Collaborates with Talent Management and Talent Acquisition COE’s to drive strategic workforce planning initiatives.
• Conducts gap analyses, collaborating with Learning & Development COE to ensure appropriate career development programs and initiatives are aligned with critical skill development and succession planning.
• Leads staffing analysis, ensuring the right teammates are in the right place at the right time. Monitors turnover and temporary labor, ensuring the most efficient and cost-effective resources are being utilized.
• Manages Performance Management and feedback processes with a focus on developing manager capability on employing these processes and obtaining best-in-class results. Delivers talent management processes aligned with corporate strategy.
• Leads the provision of proactive teammate relations guidance and counsel to business unit leadership. Manages HR personnel’s guidance and counsel to teammates and management on teammate relations issues.
• Strategically partners with the business unit leadership team to introduce, lead, and influence change management initiatives to ensure they drive effective change and enhance overall performance.
• Adapts and promotes best-in-class HR and management practices, fostering collaboration across regions and sites, ensuring smooth implementations of HR/OD solutions, and building the overall capability of the organization.
• Performs additional duties as directed.

Qualifying Experience

• Education: Bachelor’s Degree required; Master’s Degree preferred.
• Experience: 7 or more years of related Human Resources experience.
• Leadership Experience: 4 or more years of HR leadership, planning, communi...