HR Business Partner

Human Resources Business PartnerThis role serves as a trusted strategic advisor to business leaders, connecting people strategies with evolving business priorities. You will provide hands-on support across workforce planning, organizational effectiveness, talent management, performance, employee relations, and organizational change. The position combines strategic partnership with practical execution, requiring strong judgment and comfort navigating ambiguity and competing priorities. You will build trusted relationships with leaders at multiple levels while providing objective guidance and constructively challenging assumptions when needed. The role also offers the opportunity to lead or serve as a subject matter expert in one or more People & Culture disciplines. You will contribute to organizational transformation, workforce transitions, integrations, and initiatives designed to strengthen employee engagement and organizational effectiveness. This is an opportunity for an experienced HR professional to have broad organizational impact while shaping people practices, leadership capabilities, and employee experiences.AccountabilitiesServe as the primary People & Culture partner for an assigned portfolio of business leaders and functions, developing a deep understanding of business objectives, workforce requirements, and operational challenges.Advise and coach leaders on employee relations, organizational effectiveness, employee engagement, talent management, leadership effectiveness, and other people-related decisions.Partner with leaders to assess current and future workforce needs and provide guidance on organizational structure, role design, team effectiveness, and workforce transitions.Build trusted relationships with leaders while providing objective, practical HR guidance and constructively challenging assumptions when appropriate.Support talent reviews, succession planning, identification of critical roles and high-potential employees, and development of succession pipelines.Partner with leaders on employee development, career planning, internal mobility, and retention strategies.Support performance management activities, including goal setting, performance reviews, calibration, coaching, and performance improvement plans.Analyze workforce data and organizational insights to identify capability gaps and develop practical recommendations with business leaders.Guide managers through workplace concerns, performance issues, policy interpretation, corrective actions, employee separations, and other employee relations matters.Conduct or support workplace investigations involving employee complaints, policy concerns, workplace issues, or potential policy violations, ensuring appropriate documentation and escalation.Maintain awareness of applicable U.S. employment laws and regulatory requirements and collaborate with internal stakeholders and external employment counsel when appropriate.Support organizational change initiatives, restructurings, workforce transitions, business integrations, and transformation activities, including those resulting from mergers and acquisitions.Assess the people impact of organizational changes and develop practical implementation, communication, and employee engagement strategies.Support the integration of employees, teams, processes, and organizational practices while helping leaders navigate change effectively.Serve as a functional lead or subject matter expert in one or more People & Culture areas, such as performance management, talent and succession planning, learning and leadership development, employee engagement and culture, workforce planning, organizational design, change management, integration, or HR analytics.Develop tools, resources, processes, and recommended practices within assigned areas of expertise while promoting consistent application across the organization.Partner with HR Operations, Talent Acquisition, Total Rewards, Payroll, Human Resources Information Systems (HRIS), and other People & Culture teams to deliver an effective employee and manager experience.Contribute to compensation, promotion, workforce planning, HR program improvement, policy development, manager self-service, and broader People & Culture initiatives.RequirementsBachelor's degree in Human Resources, Business Administration, or a related field, or an equivalent combination of education and relevant professional experience.At least 5 years of progressive Human Resources experience, including experience as an HR Business Partner, HR Manager, Senior HR Generalist, or comparable consultative HR professional supporting business leaders.Demonstrated experience advising and coaching leaders on employee relations, performance management, talent management, organizational effectiveness, and organizational change.Strong working knowledge of U.S. employment laws and Human Resources practices, with experience supporting geographically dispersed or multi-state employee populations preferred.Demonstrated ability to operate independently, exercise sound judgment, navigate ambiguity, and manage multiple priorities in a dynamic and evolving business environment.Experience supporting organizational transformation, integrations, restructurings, workforce transitions, or other significant business changes, with mergers and acquisitions experience preferred.Strong analytical, communication, relationship-building, and technology skills, including experience working with HRIS platforms, workforce data, and Microsoft 365.Experience supporting operational, technology, engineering, infrastructure, transportation, or project-based organizations is preferred.Experience serving as an HR functional subject matter expert and developing HR tools, processes, resources, or recommended practices is advantageous.Professional HR certification such as Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), SHRM Certified Professional (SHRM-CP), SHRM Senior Certified Professional (SHRM-SCP), or an equivalent credential is preferred.Strong interpersonal skills and the ability to influence, coach, facilitate, communicate complex issues, and build credibility with leaders and employees at multiple organizational levels.BenefitsPaid time off, including vacation, sick days, and bereavement leave.Health and dental insurance plans.Retirement plan options.Employee and Family Assistance Program (EFAP).Employee referral program.Total Rewards approach designed to support employee and family health and wellness.Opportunity to work across a broad range of HR disciplines while partnering closely with business leadership.Exposure to organizational transformation, workforce planning, talent strategy, employee relations, and People & Culture initiatives.