Human Resources Business Partner

We are looking for a dynamic, full-cycle HR Business Partner (HRBP) to join our growing team. In this dual-impact role, you will act as a strategic talent consultant to our business leaders while actively driving our end-to-end recruitment lifecycle. You will serve as the bridge between business objectives and people strategies—ensuring we attract top-tier talent, maximize employee engagement, and build a sustainable, scalable workforce. The ideal candidate possesses strong business acumen, excels at building relationships across all levels, and enjoys the hands-on execution of full-cycle recruiting as much as guiding long-term HR strategies. Key Responsibilities Full-Cycle Recruitment: Manage the end-to-end recruitment process for assigned business units, including sourcing, screening, interviewing, coordinating offers, and onboarding. Hiring Manager Partnership: Collaborate closely with department heads to scope out roles, align on target profiles, design interview questions, and establish clear hiring guides. Sourcing Strategy: Build a proactive pipeline of diverse, qualified candidates using LinkedIn Recruiter, job boards, professional networks, and employee referral programs. Candidate Experience: Ensure an empathetic, transparent, and stellar candidate journey from initial outreach to the final offer decision. Employer Branding: Represent the company at networking events and manage our presence on recruiting platforms (Indeed, LinkedIn, etc.) to enhance our talent brand. 2. HR Business Partnering & Strategy (Approx. 50%) Strategic Advisory: Serve as a trusted advisor to managers and leadership, providing proactive guidance on team structures, workforce planning, and organizational design. Employee Relations: Manage and resolve complex employee relations matters; conduct thorough, objective investigations and provide fair, compliant resolutions. Performance & Talent Development: Guide managers through annual performance review cycles, career mapping, succession planning, and the implementation of Performance Improvement Plans (PIPs). Manager Coaching: Actively coach people managers on leadership best practices, giving feedback, resolving conflicts, and navigating change. Retention & Engagement: Analyze engagement metrics and turnover data to design initiatives that boost morale, strengthen company culture, and minimize turnover. Compliance: Ensure all HR policies, recruiting processes, and employee practices remain compliant with local, state, and federal employment laws. Qualifications & Skills Experience & Education Experience: 4 to 6+ years of progressive HR experience, with a proven split between Full-Cycle Recruiting and HR Generalist/HRBP roles. Education: Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field (or equivalent practical experience). Certifications (Preferred): SHRM-CP, SHRM-SCP, PHR, or SPHR certifications are highly valued. Technical & Soft Skills ATS & HRIS Systems: Hands‑on proficiency with Applicant Tracking Systems and HRIS platforms. Business Acumen: Deep understanding of how business units function and how headcount metrics tie directly to organizational success. Communication & Discretion: Exceptional interpersonal skills with the ability to navigate delicate, high‑stakes workplace situations with high emotional intelligence and absolute confidentiality. Adaptability: A "builder" mindset with the agility to pivot seamlessly between strategic consulting and tactical execution. #J-18808-Ljbffr Federated Fiducial