Human Resources Business Partner

Job description Essential Duties and Responsibilities Serve as the primary HR partner for assigned business functions, providing guidance and support to managers and employees. Develop strong working relationships with leadership teams to understand business priorities and workforce needs. Partner with leaders to identify and implement HR solutions that support operational and organizational goals. Provide guidance on organizational structure, workforce planning, succession planning, and employee development. Support change management initiatives and organizational transformation efforts. Employee Relations Advise managers and employees on employee relations matters, company policies, and employment practices. Conduct workplace investigations and recommend appropriate resolutions. Manage employee relations issues with professionalism, consistency, and confidentiality. Coach managers on performance management, attendance management, corrective actions, and conflict resolution. Promote a positive work environment that encourages employee engagement and accountability. Talent Acquisition & Workforce Planning Lead the recruitment and support hiring managers to recruitment and manage the staffing plans. Assist in identifying current and future workforce needs across supported departments. Participate in the interview and selection process for key positions. Support onboarding initiatives to ensure successful integration of new employees. Performance Management & Employee Development Guide leaders through the performance management process, including goal setting, coaching, feedback, and performance improvement plans. Support employee development initiatives and identify opportunities for skill enhancement and career growth. Partner with leadership on succession planning and talent reviews. Assist with leadership development initiatives and training programs. Employee Engagement & Culture Promote employee engagement initiatives that strengthen workplace culture and retention. Partner with managers to identify opportunities to improve employee morale, communication, and overall employee experience. Support recognition programs and employee appreciation initiatives. Serve as a resource to employees and leaders regarding workplace concerns and organizational changes. Compensation & HR Programs Support compensation planning, promotions, transfers, and organizational changes. Assist leaders in making compensation-related decisions aligned with company guidelines and market competitiveness. Participate in annual performance review and compensation planning processes. Ensure consistent administration of HR programs and policies. Compliance & Risk Management Ensure compliance with federal, state, and local employment laws and regulations. Maintain current knowledge of employment law changes and HR best practices. Support internal audits and HR compliance initiatives. Maintain accurate and confidential employee records and documentation. Minimize organizational risk through consistent application of policies and procedures. Operational Support Partner with leaders across Customer Service, Logistics, Distribution Center, Watchmaking Operations, Loss Prevention, and IT to address workforce challenges and support business objectives. Analyze workforce trends including turnover, attendance, retention, and other key HR metrics. Develop recommendations to improve employee engagement, retention, productivity, and organizational effectiveness. Support operational leaders in managing a diverse workforce consisting of both exempt and non-exempt employees. Collaborate with cross-functional teams to support business initiatives and operational excellence. #J-18808-Ljbffr