Senior HR Business Partner

Human Resources
Ohio Farmers Insurance Co
2100007A Requisition #

Location: Could be open to remote work, however, Westfield Center, OH is strongly preferred. Relocation assistance could be provided. 
Note: This role is eligible for variable annual bonus and 401K and pension.


You will be challenged. Rewarded. And valued for your unique experience, background and perspective. 
Join a team where hard work pays off and original thinking is celebrated. As you build your future at Westfield, you will quickly learn that protecting our customer’s future is at the heart of what we do. We deliver on our promise to help restore lives and rebuild businesses when the unexpected happens. Building relationships has been a part of our culture since 1848. 

Be a part of a team that recognizes and appreciates those who take initiative, seek opportunity and strive for innovation in a changing world.

Senior HR Business Partner Job Summary

The Senior HR Business partner is responsible (as a matrixed part of the business leadership team) for the creation and delivery of a people strategy to support business results. Serves as the central HR partner to the business and provides input into the direction and desired outcomes to the business unit. This is achieved through depth of knowledge of business strengths, weaknesses, and threats. Provides coaching and counsel to business leaders that analyzes and recommends interventions to realize business outcomes through people and leadership acumen.

Acts as the convener of HR networks of expertise (NOE) to access depth of knowledge to drive key specialty interventions, such as talent acquisition, change management, employee relations, organizational design & development, and leadership coaching. Builds organization and leader capability to drive achievement of strategic plans and business goals.

Identifies and facilitates execution of performance, learning, and development solutions provided by Westfield University and/or external vendors. Partners across Human Resources to lead design, implementation, and evaluation of technical, professional, and leadership development solutions, as well as design and execution of organization development initiatives.

Essential Functions (primary functions and/or reasons the job exists in order of importance)

  • Strategy Clarity & Alignment
    • Translates business strategies into people and organizational priorities. Leads the discussion with business leadership teams in applying and aligning people and organizational priorities with organization vision and execution, to achieve the business goals for the client group.
    • Identifies gaps in business strategy execution and guides business leadership on clarifying and executing business strategies for an assigned client or organization. Identifies needs for interventions to drive clarity and addresses gaps in strategy execution. Leads the implementation of interventions.
  • Organizational Design
    • Collaborates with business leaders to interpret business needs and people priorities.
    • Leads the design and/or integration of the holistic organizational plan (i.e., talent, structure, culture, process) for the assigned organization. Partners with business to monitor, execute, and continually evolve and inform the design based on the arc of the business maturity and/or growth cycle.
  • Organizational Diagnostics
    • Partners and consults with peer HR disciplines (e.g., Employee Relations, Talent Management, Organization Development), or Data operations teams (e.g., ARC) on leveraging the operating model, diagnosing talent structure and talent management processes/programs, interpreting results, and building recommendations based on data analyses. Assesses, interprets, and presents findings on organizational effectiveness, and designs and implements assessments or solutions for the business.
    • Interprets results of analyses on talent management processes (e.g., attrition, mobility, or compensation patterns), talent needs, and risks. Identifies trends/themes, communicates findings with the business as well as the broader HR community, and provides recommendations to senior leadership about organizational strategies, goals, and actions. Uses knowledge of the business to frame data in a meaningful and influential manner when making recommendations. Translates data into action and leads the implementation of data-supported plans.
  • Strategic Talent Management
    • Identifies talent strengths and needs through ongoing assessment of business needs. Partners with Talent Management to translate business priorities into talent management outcomes. Designs approaches to help business leaders make decisions to build, buy, or borrow talent and assesses the impact of these decisions (i.e., strategic workforce planning). Builds strategic talent plans aligned with organizational strategy, data (e.g., attrition rates, hiring trends) and budgets. Collaborates with Total Rewards to understand the market competitiveness of the client organization's compensation and makes recommendations to improve engagement and retention through fiscal levers.
    • Partners with Diversity and Inclusion in developing the Diversity and Inclusion plan for the assigned client group. Contributes to expanding the workforce diversity of the client’s organization and building inclusive leadership practices. Partners with Talent Acquisition to align on the Diversity and Inclusion and strategic talent plan and promote an inclusive recruiting culture within the client organization.
    • Identifies where change is needed and contributes to the development of interventions that improve leadership and team performance to achieve strategic imperatives for a business group. Facilitates the leadership capability planning for an organization or client. Executes on strategies and action plans to transform leaders and teams to embody leadership principles.
  • Change Design & Orchestration
    • Identifies the need for change and leads the implementation and adaption to new or changing structures (leadership or organizational), cultural change, or programs/processes (e.g., training, talent movement) for the client group. Develops change management and communication plans in collaboration with the Communications team and business leaders.
    • Evaluates internal and external business drivers and environmental factors to foster change adoption among a diversity of employees and managers. Assesses risks and benefits to ensure project feasibility and collaborates with business leaders or HR partners to develop effective change-management strategies and training materials.
  • Travels occasionally in order to participate in special assignments, training, and/or travel between office locations.

Desired Qualifications/Experience/Certification/Education (in order of importance)

  • Bachelor's degree in Human Resources, Business, or related field AND 10+ years of work experience HR strategy in the following areas: performance management, employee engagement and retention, staffing, diversity/inclusion, leadership coaching, talent development, and succession planning OR 12+ years of work experience HR strategy in the following areas: performance management, employee engagement and retention, staffing, diversity/inclusion, leadership coaching, talent development, and succession planning.
  • Experience leading change, managing stakeholders, achieving buy-in among various audiences, and delivering results in a variety of settings.
  • Experience proactively assessing team and leader development needs, making recommendations, and implementing appropriate interventions/solutions.
  • Experience developing diversity and inclusion workforce strategies.
  • Experience collecting and analyzing data, identifying trends, establishing facts, and making decisions based on analytics.
  • Experience managing projects including planning tasks, assigning resources, managing progress, and motivating team members.
  • Experience analyzing problems and developing strategies for resolution.
  • Working knowledge of local, state, and federal labor/EEO laws and regulations.
  • Experience assessing and mitigating risk relative to the business.
  • Ability to anticipate and respond quickly and creatively to changing and sometimes competing priorities.
  • Strong written, verbal, and interpersonal communication with the ability to interact with all levels of the company.
  • Experience with Microsoft Windows, Outlook, and Excel or transferable software packages.
  • Valid driver’s license and a driving record that conforms to company standards.
  • Master's degree in Human Resources, Business, or related field.
  • Human Resources Professional Certification (e.g., PHR, SPHR, SHRM, SCP).

Physical Requirements (specific to the role)

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.

  • Ability to work effectively in an office environment for 40+ hours per week (including sitting, standing, and working on a computer for extended periods of time).
  • Ability to communicate effectively in a collaborative work environment utilizing various technologies such as: telephone, computer, web, voice, teleconferencing, e-mail, etc.
  • Ability to complete classroom instruction which may require multiple hours of standing.
  • Ability to travel as required.

This job description describes the general nature and level of work performed in this role. It is not intended to be an exhaustive list of all duties, skills, responsibilities, knowledge, etc. These may be subject to change and additional functions may be assigned as needed by management.

Westfield offers a Total Rewards program that focuses on compensation, benefits and wellness, and includes perks like 401(k), pension plan, annual incentive, education reimbursement, flex-time, onsite fitness center and casual dress. Work-life balance, recognition, and learning and career development are all part of a rewarding career with Westfield.

To learn more about Westfield and the opportunities available, please visit us at

#LI-PB1 #LI-Remote

We are an equal opportunity employer/minority/female/disability/protected veteran.

Applications for positions posted on Westfield Careers must be filed on-line through the Westfield Careers portal.  If you are a disabled person who requires a reasonable accommodation to complete an online application, please contact HR Assist by email at

We are an equal opportunity employer/minority/female/disability/protected veteran.

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