Human Resources Business Partner

Human Resources Business Partner - Brilliant Earth

Position Overview:  

The HR Business Partner (HRBP) is responsible for aligning business objectives with employees and management within our organization. The HRBP will deliver value-added service to management, company leadership and employees to build and implement meaningful programs, turn ideas to action, help bolster incredible people managers, and foster sustained employee engagement.   

The HRBP maintains an effective level of business literacy about the business unit's financial position, its short- and long-term vision, and its culture and competition. The core HR partnership areas include: employee development (with a focus on wellbeing and championing diverse perspectives), succession planning, performance management and development, workforce planning, employee movement, change management, and annual cycle programs (Reward, Engagement, Performance Feedback).  

Day to day, the HRBP will ensure that people programs support the business needs and allow for the department to scale.  This person will develop and implement strategic initiatives while also providing hands-on support to leaders across a variety of employee relations, team dynamics and performance management activities.   The HRBP will navigate ambiguity, recognize when there is a need for structure, utilize data to drive decision making, and communicate effectively. This role will play a critical part in building management capability by educating and training managers on employee life cycle processes and people management.  

This is a rewarding opportunity for someone looking to grow as a leader in the people space.  

Key Responsibilities:  

• Partner with mid-level managers and senior leaders to develop and implement HR processes to support the strategic growth of the business  

• Provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions)  

• Develop people strategies and design approaches for diagnosing and enhancing organizational effectiveness and employee satisfaction  

• Use data to analyze trends and metrics in partnership with the HR group to develop solutions, programs, and policies  

• Work with the broader HR team to champion and accelerate a culture in which people feel engaged and inspired to provide top business results  

• End-to-end project ownership of cyclical core HR programs (e.g., performance reviews and calibration, compensation cycle, engagement surveys, and reporting)  

• Guide and mentor managers and leaders to be the best people managers they can be through regular meetings and 1-1s.   

• Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention  

• Manage and resolve complex employee relations issues   

• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partners with the legal department as needed/required  

• Develop contract terms for new hires, promotions, and transfers  

• Provide guidance and input on business unit restructures, workforce planning and succession planning  

• Identify training needs for business units partnering with dedicated training team on execution  

• Participate in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met  

Specific qualifications:  

• Bachelor’s degree preferred  

• SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential a plus  

• Minimum of 4 years of experience resolving complex employee relations issues, preferably within a retail environment  

• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws.  

• A history of partner alignment to build and improve company culture and increase employee engagement  

• Ability to identify key insights from data sources and communicate findings to leadership and partners in an easily digestible and actionable manner.  

• A deep knowledge of HR programs and practices, including applicable state and federal employment laws and regulations  

• Robust experience with HRIS administration