Senior HR Business Partner

Job Summary

Experienced Human Resources professional who serves as a strategic HR Business Partner to assigned business units and departments. Aligns people strategy with business priorities by advising leaders on workforce planning, organizational effectiveness, talent, performance, employee experience, and complex employee relations matters. Partners across HR Centers of Excellence and HR Operations to deliver integrated, practical solutions that strengthen organizational capability, mobilize talent, and position HR as a trusted business advisor.

Duties and Responsibilities

• Serves as a strategic HR advisor to assigned client groups, translating business priorities into practical people strategies and measurable actions.
• Builds and maintains proactive relationships with leaders through recurring talent and business check-ins; surfaces workforce risks, opportunities, and decisions early and often.
• Develops and maintains workforce plans with leaders, including critical roles, skills and capability needs, staffing priorities, succession risks, and mitigation actions.
• Advises leaders on organizational design, team structure, change management, and other organizational effectiveness priorities.
• Partners with leaders and Talent Management to strengthen talent reviews, succession planning, bench strength, internal mobility, and development of critical capabilities.
• Coaches managers through goal setting, performance feedback, calibration, development planning, and performance improvement; reinforces clear expectations, accountability, and meaningful documentation.
• Partners with Talent Acquisition and business leaders on strategic staffing, recruiting priorities, workforce needs, and candidate and new-hire experience; conducts or supports onboarding and follow-up check-ins as appropriate.
• Serves as a subject matter expert and provides effective guidance to managers and employees regarding applicable federal, state, and local employment laws and Continental Resources’ policies, practices, and procedures.
• Handles complex employee relations matters and conducts effective, thorough, fair, and objective investigations; recommends solutions that support trust, consistency, productivity, retention, and a positive employee experience.
• Uses employee listening, engagement, turnover, exit interview, performance, recruiting, and other people data to identify trends, tell a clear story, and recommend actions to leaders.
• Enters, maintains, and audits accurate data in Workday; promotes consistent processes, data quality, reporting, and responsible use of HR technology, AI, and workflow automation.
• Collaborates with Compensation & Benefits, Talent Acquisition, Talent Management, Training & Development, Payroll, HRIS, and other HR partners to deliver integrated solutions and a consistent employee experience.