Human Resources Business Partner
Position Summary The Human Resources Business Partner (HRBP) serves as a strategic advisor to department leaders and managers, helping translate organizational priorities into practical people strategies. This role supports workforce planning, employee relations, talent development, performance management, engagement, retention, and organizational effectiveness.
The HRBP combines strong HR expertise, business acumen, sound judgment, and a consultative approach to help leaders make effective people decisions, address workforce challenges, and build high-performing, values-driven teams.
Key Responsibilities
- Serve as a trusted advisor to department leaders and managers on workforce planning, team effectiveness, talent development, employee engagement, and retention.
- Partner with leaders to align staffing, talent, and people practices with departmental goals and operational priorities.
- Advise managers on organizational structure, role clarity, workload needs, staffing changes, and team design.
- Support leaders through departmental change, team transitions, process improvements, leadership changes, and workforce-related communications.
- Provide guidance on employee relations, performance management, attendance, corrective action, workplace concerns, investigations, and policy interpretation.
- Coach managers on setting expectations, providing feedback, managing performance, resolving conflict, documenting concerns, and supporting employee development.
- Identify workforce trends and employee relations patterns; recommend proactive actions to reduce risk and improve the employee experience.
- Analyze HR metrics—including turnover, retention, engagement, absenteeism, staffing, and performance trends—and translate findings into practical recommendations.
- Lead or support HR initiatives that improve employee engagement, manager capability, team communication, process consistency, and organizational effectiveness.
- Ensure consistent application of HR policies, organizational values, and applicable employment requirements across assigned departments.
- Represent People Operations in departmental meetings, cross-functional workgroups, and operational planning discussions.
Qualifications - Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field; an equivalent combination of education and experience may be considered.
- Six or more years of progressive human resources experience, including experience advising managers and department leaders in an HR Business Partner, HR Manager, Senior HR Generalist, or similar consultative HR role.
- Demonstrated experience in employee relations, performance management, workplace investigations, workforce planning, talent development, employee engagement, and HR compliance.
- Ability to build credible, productive relationships with managers and employees at all levels of the organization.
- Strong business acumen with the ability to connect workforce needs to departmental goals and operational priorities.
- Experience using HR data and workforce metrics to identify trends, inform recommendations, and improve outcomes.
- Strong coaching, facilitation, communication, conflict-resolution, and problem-solving skills.
- Ability to influence outcomes, manage competing priorities, and navigate sensitive matters with sound judgment and discretion.
- SHRM-CP, SHRM-SCP, PHR, SPHR, or comparable HR certification preferred.
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