Human Resources Business Partner

Job Description Job Title: Human Resources Business Partner The Human Resources Business Partner serves as a strategic advisor to senior leaders, aligning HR initiatives with organizational goals and driving workforce planning, organizational design, and change management. This role leads complex HR projects, oversees employee and labor relations, conducts workplace investigations, and provides data-driven insights through reporting and analytics. The position plays a critical part in ensuring legal and regulatory compliance, fostering a positive and productive work environment, and supporting continuous improvement across HR processes. Responsibilities Partner with senior leaders to develop and execute HR strategies that align with overall business objectives. Lead workforce planning initiatives, including organizational design and change management to support business growth and transformation. Provide data-driven insights and recommendations to support strategic decision-making across the organization. Conduct recurring meetings with divisional leadership within the assigned business unit to review HR priorities and workforce needs. Provide guidance and input on business unit restructures, workforce planning, and succession planning. Participate in the evaluation and monitoring of training programs to ensure effectiveness, and follow up to confirm that training objectives are achieved. Lead and manage cross-functional HR projects such as restructuring efforts, policy rollouts, and HR system configuration and implementation. Develop detailed project plans, timelines, and success metrics for HR initiatives. Monitor project progress, identify and mitigate risks, and ensure timely delivery of HR initiatives. Drive continuous improvement across HR processes to enhance efficiency, consistency, and employee experience. Serve as the primary HR contact for employee relations matters, including conflict resolution and policy interpretation. Support labor relations strategy, including union interactions, grievance handling, contract administration, and assistance with collective bargaining and negotiation strategic plans. Partner with leadership to maintain a positive, compliant, and productive work environment. Provide day-to-day performance management guidance to line management, including coaching, counseling, career development, disciplinary actions, and addressing workplace and employee concerns. Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Conduct thorough and impartial investigations into employee complaints, including allegations of harassment, discrimination, and policy violations. Interview involved parties, gather and analyze evidence, and document findings in a clear and comprehensive manner. Provide recommendations based on investigation results and ensure appropriate follow-up actions are implemented. Maintain strict confidentiality during investigations and ensure compliance with legal and organizational standards. Develop and deliver regular and ad hoc HR reports, including employee relations trends, turnover, engagement, and labor metrics. Analyze HR data to identify risks, trends, and opportunities for improvement. Present insights and recommendations to leadership in a clear, actionable format. Maintain in-depth knowledge of legal requirements related to day-to-day management of employees to reduce legal risks and ensure regulatory compliance. Ensure compliance with federal, state, and local employment laws, as well as applicable labor agreements. Mitigate risk through proactive employee relations strategies and targeted training. Support audits and ensure proper documentation and recordkeeping for HR processes and employee records. Assist international employees with expatriate assignments and related HR matters. Perform other duties as assigned to support the overall HR function and organizational objectives. Essential Skills Extensive experience in human resources, with a focus on employee relations and strategic HR partnership. Minimum of five years of experience resolving complex employee relations issues. Working knowledge of multiple human resources disciplines, including compensation practices, organizational diagnosis, employee and union relations, performance management, and federal and state employment laws. Demonstrated ability to partner with senior leaders and divisional leadership to develop and execute HR strategies aligned with business goals. Proven experience leading workforce planning, organizational design, a #J-18808-Ljbffr Aston Carter