The HR Business Partner I (HRBP I) supports the strategic alignment of HR initiatives with business objectives. This role partners with senior leaders and HR leadership to deliver value-added services in the areas of talent development, organizational design, change management, and employee engagement. The HRBP I plays a key role in implementing HR strategies, supporting complex employee relations, and contributing to enterprise-wide HR initiatives that drive organizational success.

Schedule
Monday-Friday, 8am-5pm
In-Office minimum of 4 days per week
Local travel as needed
May require minimal evening and weekend hours

Job Duties & Responsibilities:

• Serve as a trusted advisor to senior leaders and understand business priorities, providing strategic HR guidance and fostering strong partnerships to support business goals.

• Conduct recurring meetings with senior leadership in respective functional area(s). Collaborate and interact with Executive Team members, leaders, and employees across assigned functional area(s).

• Partner with Talent Acquisition and HR Advisory to provide a collaborative, team approach to supporting leadership and employees in designated functional areas.

• Assist in the execution of talent management processes, including goal alignment, performance management, workforce planning, and succession planning.

• Facilitate talent calibration and review sessions using tools such as the 9-box grid to assess performance and potential, identify high-potential talent, and inform development and succession strategies.

• Collaborate with Total Rewards to support job evaluations, salary recommendations, and pay equity reviews.

• Support change management efforts related to organizational transitions, regulatory changes, and strategic initiatives by helping leaders and teams navigate transitions, communicate effectively, and sustain engagement.

• Contribute to organizational design efforts, including job description development, team structure analysis, and process improvements to enhance efficiency and effectiveness.

• Participate in the planning and execution of HR projects and programs that enhance employee experience and operational effectiveness.

• Assist in the development, communication, and implementation of HR policies and procedures that promote consistency and compliance.

• Provide guidance, coaching, and development to senior leaders on performance management, team dynamics, and leadership effectiveness.

• Identify training needs for business units and individual executive coaching needs.

• Support the resolution of complex employee relations issues, including investigations, disciplinary actions, and conflict resolution, in partnership with HR leadership and legal as needed. May be required to lead and/or support investigations.

• Monitor and analyze HR data to identify trends and opportunities for improvement, with a focus on the business units supported by the HRBP.

• Stay current on HR best practices and industry trends.

• Where applicable, partner with labor relations and union representatives to support collective bargaining, grievance resolution, and contract interpretation while maintaining positive labor-management relationships.

• Communicate HR strategies and initiatives effectively to all levels of the organization.

• Represent HR in cross-functional leadership forums, contributing to enterprise planning and decision-making.

• Ensure legal compliance with all State and Federal regulations.

• Conduct training on related Human Resource topics, as requested.

• Performs other related duties as assigned.

Additional Job Description:

Required Skills, Knowledge, and Abilities

• In-depth knowledge of employment laws, HR policies and practices, and regulatory requirements.

• Deep understanding of HR disciplines including talent management, compensation, employee relations, and organizational development.

• Strong leadership presence with the ability to influence and build trust with senior leaders and cross-functional teams.

• Excellent problem-solving, interpersonal, and critical thinking skills.

• Exceptional verbal and written communication skills, with the ability to clearly convey complex information to diverse audiences and build strong relationships across all levels of the organization.

• Ability to analyze data, identify trends, and develop actionable insights to inform HR strategies.

• Proven ability to lead and support organizational change initiatives with a structured and empathetic appr