Human Resources Business Partner

Scope of Position

Our client is seeking an experienced Human Resources Business Partner (HRBP) to provide strategic HR leadership, employee relations support, and project management expertise across the organization. This position partners with business leaders to align human resources strategies with organizational objectives, strengthen workforce capabilities, and support employee engagement and performance.

The HRBP will serve as a trusted advisor to leadership, providing guidance on organizational development, workforce planning, talent management, employee relations, and change management. This role is also responsible for leading HR initiatives, improving processes, and ensuring compliance with employment laws and company policies.

The ideal candidate brings experience in strategic HR business partnering, complex employee relations, HR project management, and organizational change within a multi-site or matrixed environment.

Responsibilities

Strategic HR Partnership & Talent Management

• Partner with business leaders to develop and implement HR strategies aligned with short- and long-term business objectives.
• Provide guidance on organizational design, workforce planning, talent development, and succession planning.
• Advise and coach managers on leadership effectiveness, employee performance, team development, and organizational challenges.
• Collaborate with HR Centers of Excellence (COEs) to implement talent acquisition, compensation, learning, and development initiatives.
• Analyze workforce trends and business needs to identify opportunities for organizational improvement.
• Support leadership in developing strategies to improve employee retention, engagement, and workforce effectiveness.

HR Project Management & Organizational Change

• Lead and execute HR projects and initiatives across multiple business units, ensuring objectives, timelines, and deliverables are achieved.
• Develop and implement change management strategies supporting organizational transformations, process improvements, and HR program rollouts.
• Coordinate cross-functional teams and stakeholders to ensure successful execution of HR initiatives.
• Evaluate HR processes and identify opportunities to improve operational efficiency, consistency, and service delivery.
• Utilize HR metrics, workforce analytics, and performance indicators to measure program effectiveness and recommend improvements.
• Support the implementation of HR systems, policies, procedures, and organizational development initiatives.

Employee Relations & Compliance

• Serve as a primary resource for employee relations matters, providing guidance to managers and employees.
• Conduct workplace investigations involving employee complaints, performance concerns, policy violations, and workplace conflicts.
• Recommend appropriate resolutions and corrective actions consistent with company policies and employment laws.
• Coach managers through performance management processes, performance improvement plans (PIPs), disciplinary actions, and conflict resolution.
• Ensure compliance with federal, state, and local employment laws, regulations, and internal policies.
• Identify potential employee relations risks and recommend proactive solutions to minimize organizational exposure.
• Promote consistent application of HR policies, procedures, and employment practices across business units.

Employee Engagement & Organizational Development

• Partner with leadership to develop initiatives that strengthen employee engagement, retention, and organizational culture.
• Support employee feedback programs and identify opportunities to improve workplace communication and collaboration.
• Provide guidance on organizational effectiveness, leadership development, and team performance.
• Collaborate with HR leadership and business stakeholders to implement programs supporting employee development and workforce stability.
• Foster a workplace environment that promotes accountability, respect, inclusion, and continuous improvement.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, or a related field required.
• Minimum of 5 years of progressive human resources experience, including experience in a strategic HR Business Partner role.
• Demonstrated experience partnering with mid-level and senior leadership to develop and execute HR strategies.
• Experience in workforce planning, succession planning, organizational development, and talent management.
• Proven ability to manage and execute HR projects, programs, and organizational change initiatives.
• Hands-on experience managing complex employee relations matters, conducting workplace investigations, and resolving employee conflicts.
• Knowledge of federal, state, and local employment laws, HR compliance requirements, and employee relations practices.
• Experience coaching managers on employee performance, disciplinary actions, and performance improvement plans.
• Ability to analyze HR metrics, workforce data, and organizational trends to support business decisions.
• Experience collaborating with cross-functional teams and HR Centers of Excellence.
• Communication, interpersonal, problem-solving, and stakeholder management skills.
• Ability to manage competing priorities and influence business leaders within a matrixed or multi-site organization.
• Ability to travel up to 10%.

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