HR Business Partner

Job Summary: The HR Business Partner (HRBP) is responsible for aligning business objectives with employees and management in designated business units. The HRBP serves as a consultant to management on human resourcerelated issues acting as an employee champion and change agent. The role assesses and anticipates HRrelated needs proactively communicates HR solutions and collaborates with other HR functions to deliver valueadded services to management and employees.

Key Responsibilities:

1. Strategic Partnership:

   • Partner with business leaders to develop and execute HR strategies that support the business goals and objectives.
   • Provide guidance and input on business unit restructures workforce planning and succession planning.
   • Act as a trusted advisor to managers and employees on HRrelated matters including employee relations performance management and organizational development.

2. Employee Relations:

   • Serve as the first point of contact for employee concerns and grievances ensuring timely resolution of issues.
   • Conduct thorough investigations and manage disciplinary processes as necessary.
   • Foster a positive working environment by promoting open communication and addressing workplace issues proactively.

3. Talent Management:

   • Support talent acquisition efforts by collaborating with the recruitment team and hiring managers to ensure a smooth hiring process.
   • Assist in the development and implementation of talent management strategies including employee development programs and leadership development initiatives.
   • Partner with managers to identify highpotential employees and create individualized development plans.

4. Performance Management:

   • Provide guidance and support to managers in the performance review process including setting goals providing feedback and conducting performance appraisals.
   • Assist in the development and implementation of performance improvement plans (PIPs) as needed.
   • Ensure consistent application of performance management practices across the organization.

5. Change Management:

   • Lead and support organizational change initiatives ensuring effective communication and alignment with business objectives.
   • Work with leadership to manage the people side of change including employee engagement communication and training.
   • Monitor the impact of change initiatives and make recommendations for continuous improvement.

6. HR Policy and Compliance:

   • Ensure compliance with local state and federal employment laws and regulations.
   • Provide guidance on HR policies and procedures ensuring they are applied consistently across the organization.
   • Conduct regular audits to ensure HR practices align with legal and company standards.

7. Diversity Equity and Inclusion (DEI):

   • Support the development and implementation of DEI initiatives within the business unit.
   • Partner with the broader HR team to drive a culture of inclusion and diversity.
   • Monitor DEI metrics and report on progress to business leaders.

8. HR Metrics and Analytics:

   • Analyze HR metrics and data to identify trends inform decisionmaking and provide insights to business leaders.
   • Monitor key HR indicators such as turnover rates employee engagement and retention.
   • Prepare reports and presentations for leadership on HRrelated topics.

9. Employee Engagement:

   • Work with business leaders to develop and implement employee engagement strategies.
   • Facilitate employee feedback mechanisms such as surveys and focus groups and develop action plans based on results.
   • Promote a culture of recognition and appreciation within the business unit.

Qualifications:

• Bachelors degree in Human Resources Business Administration or a related field.
• 5 years of experience in HR roles with at least 2 years as an HR Business Partner or similar position.
• Strong knowledge of HR best practices employment law and regulatory compliance.
• Proven ability to build strong relationships with business leaders and employees.
• Excellent communication interpersonal and problemsolving skills.
• Ability to work in a fastpaced dynamic environment and manage multiple priorities.
• HR certification (e.g. SHRMCP PHR) is a plus.