Human Resources Business Partner

The Human Resources Business Partner (HRBP) serves as a strategic advisor to leadership and a trusted partner to employees. This role aligns people strategies with business goals, drives organizational effectiveness, and supports a high‑performance culture. The HRBP provides expertise in employee relations, talent management, workforce planning, performance development, and change management.
Key Responsibilities
Strategic Partnership

• Partner with business leaders to understand organizational goals and develop HR strategies that support them.
• Use data and insights to recommend workforce solutions, organizational design changes, and talent initiatives.
• Coach leaders on people management, team effectiveness, and leadership development.

• Serve as a primary point of contact for employee concerns, conflict resolution, and policy interpretation.
• Conduct investigations, document findings, and recommend corrective actions.
• Ensure compliance with federal, state, and local employment laws.

• Support performance management processes, including goal setting, feedback, and performance improvement plans.
• Identify skill gaps and partner with Learning & Development to create targeted training programs.
• Drive succession planning and leadership pipeline development.

• Collaborate with Talent Acquisition to forecast hiring needs and refine job requirements.
• Participate in interview processes for key roles and ensure equitable hiring practices.
• Support onboarding and integration of new employees.

• Promote a positive, inclusive, and high‑engagement work environment.
• Analyze engagement survey data and partner with leaders to implement action plans.
• Champion diversity, equity, and inclusion initiatives.

• Maintain accurate employee data and ensure adherence to HR policies and procedures.
• Support compensation reviews, job evaluations, and salary recommendations.
• Partner with HR Centers of Excellence (COEs) on benefits, payroll, and compliance matters.

• Bachelor's degree in Human Resources, Business Administration, or related field (Master's preferred).
• 3-7 years of progressive HR experience; HRBP experience strongly preferred.
• Strong knowledge of employment laws and HR best practices.
• Excellent communication, coaching, and relationship‑building skills.
• Ability to analyze data, identify trends, and recommend solutions.
• HR certification (PHR, SPHR, SHRM‑CP, SHRM‑SCP) is a plus.

• Strategic thinking
• Problem‑solving and decision‑making
• Emotional intelligence
• Change management
• Influencing and consulting
• Confidentiality and integrity