HR Business Partner

Human Resources Business Partner

The Human Resources Business Partner serves as the primary Human Resources advisor for assigned business units and work groups. The position partners with leaders to understand business and workforce needs, identify risks and opportunities, and deliver practical Human Resources solutions that support organizational performance, employee engagement, and the Company's strategic objectives.

The HR Business Partner independently manages employee relations matters, workplace investigations, recruiting, performance management, workforce planning, and other Human Resources activities within assigned areas of responsibility. The position regularly handles highly sensitive and confidential employee and business information and must consistently demonstrate sound judgment, neutrality, professionalism, and a high degree of discretion.

The HR Business Partner is expected to take initiative, adapt to changing priorities, independently own assigned projects, and contribute to the continued development of the business, the Human Resources department, and their own professional capability. The position works collaboratively with leaders, employees, Human Resources colleagues, Legal, Labor Relations, and other business partners.

Essential Functions: Business Partnership

• Serves as the primary Human Resources contact and advisor for assigned business units and work groups.
• Develops a strong understanding of business operations, objectives, workforce needs, and organizational challenges.
• Partners with leaders to develop and implement Human Resources solutions that support business performance, employee engagement, and organizational effectiveness.
• Coaches and advises leaders on employee relations, performance management, workforce planning, staffing, policy interpretation, and organizational concerns.
• Identifies emerging workforce, talent, employee relations, and organizational risks before they adversely affect the business.
• Uses sound business judgment to balance employee needs, operational requirements, Company policy, and legal considerations.
• Participates in leadership meetings, workforce discussions, business planning sessions, and other departmental meetings for assigned work groups.
• Builds trusted relationships with leaders and employees while maintaining appropriate professional boundaries and objectivity.
• Represents business needs and perspectives within the Human Resources department while supporting consistent Company-wide practices.
• Supports organizational changes, restructures, reductions in force, growth initiatives, and other workforce transitions as assigned.
• Ensures consistent implementation of Human Resources policies, practices, and programs within assigned work groups.

Employee Relations and Workplace Investigations

• Independently manages employee relations matters from intake through resolution.
• Independently plans, conducts, documents, and concludes confidential workplace investigations involving complaints, misconduct, policy violations, retaliation, harassment, discrimination, and other employee concerns.
• Develops investigation plans and prepares relevant, allegation-specific interview questions before conducting interviews.
• Conducts individual witness interviews in a manner that protects confidentiality, minimizes the risk of witness collusion, and supports an impartial fact-finding process.
• Maintains thorough, accurate, and timely documentation of interviews, evidence, findings, credibility considerations, and conclusions.
• Keeps investigations focused on the allegations and relevant facts while appropriately pursuing new information that may arise.
• Exercises neutrality, discretion, and independent judgment throughout the investigative process.
• Provides timely updates to Human Resources leadership and other appropriate stakeholders while protecting confidential information.
• Identifies when a matter should be escalated to the Senior HR Business Partner, Director of Human Resources, Legal, Labor Relations, or other appropriate leadership.
• Recommends appropriate corrective action and risk-mitigation measures based on investigation findings, Company policy, past practice, and applicable law.
• Maintains strict confidentiality regarding investigations, employee matters, business information, and privileged communications.
• Provides coaching and guidance to leaders regarding corrective action, documentation, conflict resolution, and employee concerns.
• Supports fair, consistent, timely, and legally compliant employment practices.

Recruiting, Onboarding, and Workforce Planning

• Partners with leaders to identify current and future staffing needs.
• Leads recruiting activities for assigned work groups, including intake meetings, job posting review, candidate screening, interview coordination, selection support, and offer development.
• Conducts Human Resources screening interviews to assess qualifications, communication, organizational alignment, and compensation expectations.
• Supports consistent use of structured interview guides, candidate evaluation tools, and selection documentation.
• Advises leaders on candidate quality, internal equity, market considerations, and selection risk.
• Promotes a timely, professional, and consistent candidate experience.
• Partners with the Human Resources Generalist and hiring managers to support new hire onboarding and assimilation.
• Monitors staffing trends, vacancies, turnover, and workforce risks within assigned business units.
• Supports workforce planning, talent reviews, succession discussions, and development planning for assigned work groups.
• Identifies talent concerns and capability gaps and recommends appropriate solutions.

Performance and Talent Management

• Coaches leaders through performance management, goal setting, feedback, development planning, corrective action, and employee accountability.
• Supports implementation of Company performance management processes within assigned work groups.
• Identifies employee and leadership development needs and recommends coaching, mentoring, training, or other development opportunities.
• Partners with the Assistant Director of Human Resources and other Human Resources team members on learning, talent, mentoring, succession, culture, and employee experience initiatives.
• Encourages leaders to use available learning resources, including Cornerstone and other Company-sponsored development tools.
• Supports talent retention and internal mobility by identifying high-potential employees, readiness concerns, and development opportunities.
• Conducts exit interviews and analyzes employee feedback, turnover trends, and other workforce information.
• Provides Human Resources leadership with findings and recommendations based on employee and workforce data.

Project and Program Ownership

• Independently leads assigned Human Resources projects and People & Culture initiatives from planning through implementation and evaluation.
• Develops project plans, timelines, deliverables, stakeholder communications, and measures of success.
• Takes ownership of assigned work and follows through without requiring continuous direction or follow-up.
• Proactively identifies risks, barriers, dependencies, and resource needs and recommends appropriate solutions.
• Adapts quickly to changing business priorities and assumes new responsibilities as organizational needs evolve.
• Collaborates across functions to advance Human Resources and enterprise initiatives.
• Supports implementation of the People & Culture Roadmap and may serve as the designated owner of a rotating strategic initiative.
• Identifies opportunities to improve Human Resources processes, service delivery, employee experience, and operational effectiveness.
• Demonstrates initiative by recommending and implementing practical improvements rather than waiting for direction.

Compliance, Data, and Human Resources Operations

• Maintains working knowledge of federal and Hawaii employment laws and applies that knowledge to day-to-day Human Resources decisions.
• Provides policy guidance and interpretation to leaders and employees.
• Ensures employment practices within assigned work groups comply with Company policies, collective bargaining obligations, and applicable legal requirements.
• Maintains complete, accurate, timely, and confidential records associated with employee relations, investigations, recruiting, performance management, and other Human Resources matters.
• Analyzes Human Resources data, trends, and metrics to identify risks, measure effectiveness, and support business decisions.
• Monitors relevant metrics for assigned work groups, including turnover, vacancies, recruiting activity, employee relations matters, and investigation timelines.
• Partners with Human Resources colleagues to develop or improve policies, procedures, tools, and programs.
• Uses Human Resources systems accurately and consistently, including ADP, SAP, Cornerstone, and other applicable platforms.
• Supports audits, compliance reviews, reporting requirements, and other Human Resources operational needs.

Collaboration and Professional Development

• Works collaboratively with Human Resources Department, Legal, Labor Relations, and operational leaders.
• Communicates clearly, professionally, and appropriately with employees and leaders at all organizational levels.
• Seeks and appropriately applies coaching and feedback.
• Demonstrates a commitment to developing their own professional capability, business knowledge, and Human Resources expertise.
• Actively contributes to the continued development of the Human Resources department and the long-term success of Young Brothers.
• Maintains professional credibility through reliability, responsiveness, preparation, follow-