HR Business Partner

Essential Duties and Responsibilities

Strategic HR Partnership

• Partner with business leaders to develop and execute people strategies that support organizational goals and operational objectives.
• Serve as a trusted advisor to managers and leaders on workforce planning, talent development, employee engagement, organizational design, and change management initiatives.
• Analyze workforce trends and metrics to identify opportunities and recommend solutions that improve business performance and employee experience.
• Support organizational growth initiatives through effective talent and succession planning.

Employee Relations & Performance Management

• Provide guidance and coaching to managers regarding employee relations matters, conflict resolution, corrective action, and performance concerns.
• Conduct or support workplace investigations while ensuring fair, consistent, and legally compliant outcomes.
• Partner with leaders to drive a high-performance culture through performance management programs and employee development initiatives.
• Facilitate employee grievance resolution and serve as a resource for complex employee matters.
• Promote positive employee relations and engagement across all levels of the organization.

 

Talent Management & Workforce Planning

• Collaborate with leadership to identify talent needs and support workforce planning initiatives.
• Partner with the Recruitment team for key management and professional positions.
• Partner with managers to develop succession plans and identify high-potential talent.
• Support onboarding programs that ensure successful integration of new employees and reinforce organizational culture and values.
• Oversee offboarding processes and analyze turnover trends to identify opportunities for retention improvement.

HR Programs & Compliance

• Recommend, develop, and implement HR policies, procedures, and programs that support business objectives and employee engagement.
• Ensure compliance with federal, state, and local employment laws and regulations.
• Maintain and update the employee handbook and related HR policies.
• Conduct periodic HR audits and assessments to ensure compliance and operational effectiveness.
• Partner with HR leadership to implement and communicate organizational initiatives and policy changes.

Compensation, Benefits & Leave Administration

• Consult with HR leadership regarding compensation strategies, market trends, and salary structures.
• Support benefits administration and employee communication related to available programs.
• Work with HR leadership to ensure compliance with leave management processes, including FMLA, ADA accommodations, Short-Term Disability, and Long-Term Disability programs.
• Review workforce-related reports and metrics to ensure accuracy and support strategic decision-making.

Culture & Employee Engagement

• Partner with leadership to foster a positive, inclusive, and engaging workplace culture.
• Lead and support employee recognition and engagement initiatives across the organization.
• Support change management efforts by facilitating communication, training, and employee adoption of new programs and initiatives.
• Champion company values and help reinforce a culture of accountability, collaboration, and continuous improvement.

Qualifications

Education & Experience

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field required.
• Minimum of seven (7) years of progressive Human Resources experience, including experience supporting business leaders in an HR Business Partner, HR Manager, or similar strategic HR role.
• Experience supporting a multi-site or mid-sized organization preferred.
• Professional HR certification required (SHRM-CP, SHRM-SCP, PHR, or SPHR); senior-level certification preferred.

Knowledge, Skills, and Abilities

• Strong knowledge of federal, state, and local employment laws and regulations.
• Demonstrated ability to influence, coach, and build effective relationships with leaders and employees at all levels.
• Strong business acumen with the ability to align HR strategies to organizational goals.
• Excellent communication, presentation, and interpersonal skills.
• Proven ability to manage sensitive and confidential information with discretion.
• Strong conflict resolution, problem-solving, and decision-making skill