HR Business Partner (HRBP)

Department: Human Resources

Employment Type: Full Time

Location: Association Office

Reporting To: Chief People and Culture Officer (CPCO)

Compensation: $77,100 - $115,700 / year

Description

Job Title: HR Business Partner (HRBP)
Reports To: Chief People and Culture Officer (CPCO)
Position Type: Full-Time
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Position Overview:
The HR Business Partner (HRBP) serves as a strategic partner to senior leaders, managers, and employees, ensuring that HR initiatives align with organizational goals and contribute to a positive workplace culture. This is a key role that directly impacts the lives of our employees, empowering them to thrive and grow within a supportive, inclusive environment. As an integral member of the HR team, the HRBP provides consulting on a range of HR topics, from employee relations to talent management, and offers guidance on performance management, organizational design, and workforce development. 

If you are a strategic thinker, passionate about people, and eager to make an impact through collaboration and continuous improvement, we encourage you to apply!
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Key Responsibilities

HR Business Partner Duties:
• Partner with leadership and managers to understand business objectives and workforce needs, providing tailored HR strategies and solutions.
• Offer guidance and coaching to managers on leadership development, conflict resolution, performance management, and employee relations.
• Drive the resolution of employee relations issues, conducting thorough investigations to ensure compliance with company policies and legal standards.
• Advise managers and teams on organizational and policy changes, helping to align human resources strategies with organizational priorities and transformation.
• Collaborate on talent management initiatives, such as succession planning, employee engagement, and retention strategies, to develop and nurture a strong talent pipeline.
• Assist with onboarding and training new employees, ensuring they align with the organization’s culture and values.
• Maintain effective and proactive communication with managers and employees to foster a positive working environment.
• Lead or participate in cross-functional HR projects aimed at improving organizational effectiveness, such as: 
o Employee engagement initiatives and surveys.
o Policy and process enhancements, ensuring they are current and aligned with best practices.
o HR systems upgrades and integration of new technologies.
o Organizational development initiatives including change management and culture-building efforts.
• Contribute to the design and execution of continuous improvement programs that optimize HR operations, streamline processes, and enhance the employee experience.
• Ensure the consistent application of HR programs and policies across departments, contributing to a cohesive workplace.

Skills, Knowledge and Expertise

Education:
o Bachelor’s degree in human resources, Business Administration, or a related field. Master’s degree is a plus.
 
Experience:
o At least 5 years of experience in HR, with a strong focus on employee relations, performance management, and organizational development.
o Proven experience as a trusted business partner, delivering strategic HR solutions to leadership and managers.
o Demonstrated ability to manage multiple projects, navigate complex employee relations matters, and drive initiatives from inception to completion.
 
Certifications Preferred:
o Certification in conducting MCAD (Mass Commission Against Discrimination) investigations or other relevant workplace investigation training.
o HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR)

Skills and Competencies:
 
Core Competencies:
o Strong Knowledge of Employment Laws: In-depth understanding of labor laws, regulations, and HR best practices.
o Employee Relations Expertise: Proven track record of handling complex employee relations matters, investigations, and conflict resolution.
o Project Management Skills: Demonstrated ability to manage and execute HR-related projects efficiently from initiation through completion.
o Data-Driven Decision-Making: Ability to analyze HR data, identify trends, and leverage this information to inform strategy and process improvement.
o HR Systems Proficiency: Experience with HRIS platforms and Microsoft Office Suite (Excel, PowerPoint, Word).
o Communication Skills: Excellen