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Recruiting for an experienced Human Resources Business Partner (HRBP) who will serve as a trusted advisor to leaders and employees, providing strategic and hands-on support across all areas of human resources. This role partners closely with business leaders to align HR initiatives with organizational goals while fostering a positive, compliant, and high-performing workplace culture.
The HRBP is responsible for managing employee relations matters, supporting talent acquisition and retention efforts, advising leaders on performance management and workforce planning, and ensuring compliance with employment laws and company policies. The ideal candidate is an experienced HR professional who thrives in a collaborative environment and is passionate about driving employee engagement and organizational success.
Key Responsibilities
Employee Relations & HR Consulting
- Serve as the primary HR partner to managers and employees, providing guidance on employee relations, performance management, policy interpretation, and workplace concerns.
- Manage and resolve complex employee relations matters through effective investigations, documentation, conflict resolution, and coaching.
- Partner with leaders to address performance concerns, disciplinary actions, corrective action plans, and terminations.
- Conduct objective and thorough workplace investigations and recommend appropriate resolutions.
- Promote a positive employee experience by fostering open communication, trust, and employee engagement.
Strategic Business Partnership
- Build strong relationships with business leaders to understand operational goals, workforce needs, and organizational challenges.
- Provide proactive HR guidance and recommendations related to talent management, succession planning, organizational development, and workforce planning.
- Analyze people-related metrics and trends to identify opportunities and develop actionable solutions.
- Support leaders with compensation decisions, employee development strategies, and retention initiatives.
Talent Acquisition & Onboarding
- Partner with hiring managers to identify staffing needs and develop effective recruitment strategies.
- Manage full-cycle recruiting efforts, including sourcing, interviewing, and hiring qualified candidates.
- Coordinate background checks, employment verifications, and other processes.
- Lead new hire orientation and onboarding activities to ensure a seamless employee experience.
Compliance & Policy Administration
- Ensure compliance with federal, state, and local employment laws and regulations.
- Interpret and communicate HR policies, procedures, and best practices to employees and managers.
- Review and recommend updates to HR policies and programs to improve effectiveness, efficiency, and compliance.
- Maintain confidentiality and protect sensitive employee information in accordance with applicable privacy regulations.
HR Programs & Employee Development
- Support the administration and continuous improvement of HR programs, including performance management, employee recognition, compensation, benefits, and employee engagement initiatives.
- Assist with career development planning, leadership coaching, and employee training programs.
- Collaborate with internal stakeholders to develop and implement initiatives that enhance employee satisfaction and organizational performance.
HR Operations & Reporting
- Maintain accurate employee records and HRIS data throughout the employee lifecycle.
- Generate and analyze HR reports related to compensation, turnover, headcount, and workforce trends.
- Respond to employment requests and other HR-related inquiries.
- Support payroll and benefits administration as needed.
- Assist with HR communications, regulatory postings, and employee resources.
Community & Employer Branding
- Develop relationships with universities, professional organizations, and industry associations to strengthen talent pipelines.
- Represent the organization at job fairs, networking events, and recruiting initiatives to promote employer brand awareness.
Qualifications
Required Experience
- Minimum of 8 years of progressive Human Resources experience, including significant employee relations experience.
- Proven ability to manage complex employee relations issues and workplace investigations.
- Experience supporting multiple HR disciplines, including talent acquisition, performance management, compensation, benefits, and compliance.
- Strong working knowledge of federal, state, and local employment laws and HR best practices.
Education & Certifications
- Bachelor’s degree in Human Resources, Business Administration, or a related field preferred.
- SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred or willingness to obtain certification within a designated timeframe.
- Technical Skills
- Experience working with HRIS platforms, preferably ADP Workforce Now or similar systems.
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