Senior Manager, HRBP

Overview The Senior Manager, HR Business Partner (HRBP) provides day‑to‑day consultation and HR support to assigned business groups and leaders while partnering closely with the Senior Director to deliver aligned, enterprise‑level people strategies. This role serves as the first point of contact for employee relations matters, coaches managers on core leadership and performance topics, supports the execution of talent development and organizational initiatives, and strengthens engagement and culture efforts across the company. Responsibilities Business Partner Serve as the primary HR contact for assigned business groups and leaders, building strong partnerships with leaders and managers. Coach managers on everyday leadership topics including performance, feedback, communication, delegation, team dynamics, and accountability. Work closely with leaders in assigned business groups on strategic hires, supporting role definition, capability assessment, candidate evaluation, and alignment to succession and talent strategies. Support the performance management cycle, ensuring effective goal‑setting, development planning, and meaningful performance conversations. Partner with the Senior Director on more complex or strategic organizational and people matters. Employee Relations Serve as the first point of contact for employee relations concerns, performing intake, fact‑finding, and initial assessment. Document issues, identify trends, and escalate high‑risk or complex matters to the Senior Director. Promote consistent, fair, and empathetic approaches to addressing workplace concerns. Talent & Development Support enterprise talent programs, including development planning, succession discussions, and leadership development initiatives. Guide employees and managers on development resources and career pathways. Assist in identifying talent strengths, gaps, and follow‑up actions within assigned business groups. People Program Implementation Support implementation of enterprise People programs such as change management, engagement surveys, compensation cycles, leadership and development programs, and organizational initiatives. Support RMR cultural and engagement programs as assigned, helping drive participation, communication, and activation across assigned business groups. Collaborate with Centers of Excellence (Talent, Total Rewards, Learning, Talent Acquisition) to ensure seamless HR program delivery. Assist with training, communication, and adoption of People Team processes across assigned business groups. Operational Excellence & Insights Support HR reporting to provide insights for leaders. Use HR metrics to help identify trends in turnover, performance, development, and ER topics. Identify opportunities to streamline HR processes and improve employee and manager experiences. Partner with the Senior Director on strategic initiatives, project execution, and organizational assessments. Prepare materials and insights for senior leader discussions. Provide backup support on escalated matters and help ensure consistency in HRBP service delivery. Qualifications Bachelor’s degree required; HR certification (PHR, SHRM‑CP) preferred. 7-10+ years of progressive HR experience, including roles in HR HRBP, generalist work, employee relations, and talent acquisition. Experience supporting managers or business groups in a professional or multi‑site environment preferred. Strong relationship‑building skills with the desire to expand consulting capabilities. Solid understanding of HR fundamentals including employee relations, performance management, talent development, and talent acquisition. Excellent communication, active listening, and problem‑solving skills. Ability to manage sensitive issues with discretion, judgment, and professionalism. Comfort operating in a fast-paced, dynamic environment with shifting priorities. Proactive, collaborative, and committed to delivering exceptional HR support. Ability to travel as needed (up to 10%) Total Rewards The RMR Group offers an extensive total rewards package to ensure that your benefits align with your needs. Employees who work at least 21 hours per week are eligible to participate in The RMR Group’s benefits plans, including: Health Insurance Dental Insurance Vision Insurance Life & Disability Insurance Health Savings Account (HSA) & Flexible Spending Plans (FSA) 401(k) Plan with Employer Match Holidays, Vacation & Sick Time Parental Leave Tuition Assistance Matching Gift Program Wide Array of Voluntary, Employee-Paid Benefits to choose from including Critical Illness & Accident Insurance, Identity Theft Protection & Pet Insurance The estimated base compensation range for this position is $140,000-160,000 per year. RMR considers several components including an individual's skills, qualifications, experience, internal equity, and market data. Company Overview The RMR Group (Nasdaq: RMR) is a leading U.S. alternative asset management company, unique for its focus on commercial real estate (CRE) and related businesses. RMR’s vertical integration is strengthened by nearly 900 real estate professionals in more than 30 offices nationwide who manage approximately $40 billion in assets under management and leverage more than 35 years of institutional experience in buying, selling, financing and operating CRE. RMR benefits from a scalable platform, a deep and experienced management team and a diversity of real estate strategies across its clients. RMR has been recognized by The Boston Globe as a “Top Place to Work”, by the Environmental Protection Agency (EPA) as an “ENERGY STAR Partner of the Year” and ranked by the Building Owners and Managers Association (BOMA) as having one of the highest number of BOMA 360 designated properties in its portfolio. RMR is headquartered in Newton, MA and was founded in 1986. RMR’s mission is to create long term value for our clients by managing their investments and assets “like we own it” – an approach that consistently and repeatedly generates opportunities for all our employees, investors and stakeholders. We are guided by six core values: Integrity at Our Core. Perform Passionately and Effectively. Inspired Thinking. Like We Own It. Power of We. Mutual Respect. Visit our website to learn more about what makes The RMR Group a rewarding place to build a career. Follow RMR on LinkedIn and Instagram @thermrgroup. The RMR Group is an equal opportunity employer. Qualified applications will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status. For our EEO Policy Statement, please click here. If you’d like more information on your EEO rights under the law, please click here. Business Partner Serve as the primary HR contact for assigned business groups and leaders, building strong partnerships with leaders and managers. Coach managers on everyday leadership topics including performance, feedback, communication, delegation, team dynamics, and accountability. Work closely with leaders in assigned business groups on strategic hires, supporting role definition, capability assessment, candidate evaluation, and alignment to succession and talent strategies. Support the performance management cycle, ensuring effective goal‑setting, development planning, and meaningful performance conversations. Partner with the Senior Director on more complex or strategic organizational and people matters. Employee Relations Serve as the first point of contact for employee relations concerns, performing intake, fact‑finding, and initial assessment. Document issues, identify trends, and escalate high‑risk or complex matters to the Senior Director. Promote consistent, fair, and empathetic approaches to addressing workplace concerns. Talent & Development Support enterprise talent programs, including development planning, succession discussions, and leadership development initiatives. Guide employees and managers on development resources and career pathways. Assist in identifying talent strengths, gaps, and follow‑up actions within assigned business groups. People Program Implementation Support implementation of enterprise People programs such as change management, engagement surveys, compensation cycles, leadership and development programs, and organizational initiatives. Support RMR cultural and engagement programs as assigned, helping drive participation, communication, and activation across assigned business groups. Collaborate with Centers of Excellence (Talent, Total Rewards, Learning, Talent Acquisition) to ensure seamless HR program delivery. Assist with training, communication, and adoption of People Team processes across assigned business groups. Operational Excellence & Insights Support HR reporting to provide insights for leaders. Use HR metrics to help identify trends in turnover, performance, development, and ER topics. Identify opportunities to streamline HR processes and improve employee and manager experiences. Partner with the Senior Director on strategic initiatives, project execution, and organizational assessments. Prepare materials and insights for senior leader discussions. Provide backup support on escalated matters and help ensure consistency in HRBP service delivery. Bachelor’s degree required; HR certification (PHR, SHRM‑CP) preferred. 7-10+ years of progressive HR experience, including roles in HR HRBP, generalist work, employee relations, and talent acquisition. Experience supporting managers or business groups in a professional or multi‑site environment preferred. Strong relationship‑building skills with the desire to expand consulting capabilities. Solid understanding of HR fundamentals including employee relations, performance management, talent development, and talent acquisition. Excellent communication, active listening, and problem‑solving skills. Ability to manage sensitive issues with discretion, judgment, and professionalism. Comfort operating in a fast-paced, dynamic environment with shifting priorities. Proactive, collaborative, and committed to delivering exceptional HR support. Ability to travel as needed (up to 10%)