HR Business Partner

The HR Business Partner (HRBP)serves as a strategic advisor and trusted partner to management, aligning people strategy with business priorities to drive organizational performance, agility, and culture. This role influences how the business attracts, develops, and retains talent, fostering a high-performance environment rooted in accountability, trust, and inclusion. The HRBP blends business acumen with HR expertise to enable leaders and teams to perform at their best throughout the employee life cycle. Success in this role will be measured by improved manager capability, engagement scores, retention of key talent, and effectiveness of workforce planning.

Key Responsibilities include but are not limited to.

Talent & Performance Management

• Help employees throughout their life cycle including leave management and workers compensation.

• Partner with managers on workforce planning, performance management, and succession strategies that enable business growth.
• Help line managers address everyday people challenges, change-related issues, and development opportunities, building leadership capability and accountability.
• Manage employee relations issues, investigations, and conflict resolution with fairness and consistency.
• Lead culture and engagement initiatives that strengthen trust, inclusion, and belonging.
• Use data and analytics to identify talent gaps, leadership needs, and engagement opportunities.
• Translate leadership and culture frameworks into actionable practices that improve behavior and business results.
• Collaborate with leaders to build individual and team development plans that strengthen future capability.

• Partner with leaders to plan and implement organizational changes that enhance structure, efficiency, and communication.
• Provide guidance and frameworks for effective change adoption and team alignment.
• Influence workforce design and role clarity to support scaling and transformation.

• Serve as a trusted advisor to leaders and employees, offering guidance on policies, practices, and employee experience.
• Track employee relations cases and ensure proper documentation.
• Challenge and coach leaders to think beyond short-term fixes, aligning talent, culture, and structure to long-term success.
• Monitors and measures existing compliance with HR procedures and policies.
• Analyze HR metrics and provide insights to influence decision-making.
• Collaborate with the Chief People Officer on compensation, rewards, and workforce planning.
• Partner with the Senior HR Operations Administrator to ensure seamless HR process delivery, policy alignment, and compliance.
• Work with the Senior Talent Specialist on talent forecasting, role design, and retention strategies.
• Contribute to cross-functional HR projects and initiatives that advance the People Team's strategic priorities.
• Support DEI initiatives and embed inclusive practices into leadership and talent decisions.

• Bachelor's or Master's degree in Human Resources Management, Organizational Studies, or Business Administration.
• 6+ years of progressive HR experience, with at least 3 years as a business partner or equivalent.
• Must be current on employment laws and regulations, as well as other legal requirements regarding people management, to help ensure compliance
• Proven ability to translate HR theory into business impact.
• Strong consulting, influencing, and problem-solving skills with the ability to challenge constructively.
• Demonstrated success in employee relations, performance management, change enablement and documentation skills required
• Solid knowledge of performance management
• Analytical mindset; able to interpret data, draw insights, and communicate implications clearly.
• Ability to understand data, collection, and report creation.
• Communication skills required. Excellent written and verbal communication skills with a knack for simplifying complex ideas.
• Relationship builder, credible, empathetic, and solutions oriented.

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