HR Business Partner

HR Business Partner

Requirements

• Bachelor’s degree in Human Resources, Business Administration, or a related field, or combination of applicable education and experience.
• 5+ years of experience as an HR Business Partner or in an HR related role.
• Comprehension of US employment law and ability to identify and escalate concerns.
• Strong comprehension of HRIS platforms (Workday) and MS Office/Excel – the ability to input data (as needed) pull/analyze reports and communicate highlights.
• Collaboration: Work across and connect the dots both within HR and the business to deliver HR initiatives. Strong interpersonal and communication skills. Develop and maintain trusted relationships with leaders to support their people goals.
• Ability to thrive in a fast-paced, complex, and dynamic environment.
• Proactive problem-solving and decision-making skills.
• Self-Starter / Resourceful: Ability to connect with resources and engage when limited information or support is available.
• Change resilience – ability to maintain a positive demeanor in the face of uncertainty.

Responsibilities

• Act as the strategic HR partner for designated business units across the U.S., driving alignment between business objectives and human capital strategies.
• Provide proactive support and counsel to leadership teams on organizational design, workforce planning, talent development, succession planning, and culture initiatives.
• Serve as a trusted advisor to leaders, ensuring a deep understanding of their functional goals to deliver tailored HR solutions that support both short- and long-term objectives.
• Lead and coordinate the successful implementation and execution of key HR programs such as the Annual Compensation Review, Performance Management cycles, Engagement Surveys, and Employee Lifecycle activities (Onboarding/Offboarding).
• Provide strategic and tactical support to managers and employees, ensuring program goals are met while maintaining compliance and consistency.
• Partner cross-functionally with Centers of Excellence and HR Operations to drive continuous improvement and ensure a high-quality employee experience.
• Act as the primary point of contact for employee relations issues, addressing concerns with professionalism, sensitivity, and confidentiality.
• Conduct thorough investigations, provide coaching to managers, and recommend appropriate resolutions in line with company policy and employment law.
• Promote a culture of inclusion, respect, and accountability, while ensuring compliance with federal, state, and local labor regulations.
• Facilitate conflict resolution and performance coaching to foster a positive work environment.
• Maintain accurate and up-to-date employee information within HRIS platforms such as Workday.
• Regularly perform audits, data validation, and troubleshooting to ensure integrity and compliance with internal standards and external regulations.
• Partner with HRIS and analytics teams to streamline data processes and generate insights that inform business and talent decisions.
• Support reporting needs and leverage technology to enhance HR service delivery.
• Support the planning and implementation of organizational change initiatives by collaborating with the broader Business HR team.
• Assist in developing communication strategies, training plans, and employee engagement activities to ensure smooth transitions during reorganizations, system rollouts, or process changes.
• Act as a liaison between leadership and employees to foster clarity, trust, and alignment during periods of change.

Preferred Qualifications

No preferred qualifications provided.