Human Resources Business Partner

Job Description

Job Description

Job Title: Human Resources Business Partner Job Description

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.

• 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.

• 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, and change management initiatives.
• Strong capability in managing cross-functional HR projects, including restructuring, policy rollouts, and HR system configuration and implementation.
• Solid skills in conflict resolution, policy interpretation, and performance management coaching.
• Experience supporting labor relations, including union interactions, grievance handling, contract administration, and collective bargaining strategic planning.
• Ability to conduct thorough, impartial workplace investigations, including interviewing, evidence gathering, analysis, and documentation.
• Proficiency in developing and delivering HR reports and using HR analytics to identify trends, risks, and opportunities.
• Deep understanding of compliance and risk management related to employment laws and labor agreements.
• Ability to maintain confidentiality and handle sensitive information with discretion.
• Strong communication skills with the ability to present insights and recommendations clearly to leadership.
• Effective relationship-building skills to improve work relationships, morale, productivity, and retention.

• Bachelor’s degree or higher from an accredited college or university, preferably in Human Resources, Business Management/Administration, or a closely related field.
• SHRM Certified Professional (SHRM-CP) or SHRM senior Certified Professional (SHRM-SCP) credential strongly preferred.
• Experience participating in the evaluation and monitoring of training programs and ensuring training objectives are achieved.
• Familiarity with HR functions such as onboarding and payroll processes.
• Ability to assist international employees with expatriate assignments and related HR matters.
• Strong project management skills, including developing project plans, timelines, and success metrics.
• Analytical mindset with the ability to interpret HR data and translate findings into actionable strategies.
• Commitment to continuous improvement in HR processes and practices.

This is a fully on-site position working Monday through Friday from 8:00 a.m. to 5:00 p.m. The role involves close collaboration with senior leadership, divisional management, and employees across the organization in a professional office environment. The position requires regular participation in meetings, handling sensitive employee matters, and engaging in both strategic planning and hands-on HR activities. The work setting emphasizes compliance, confidentiality, and a focus on maintaining a positive, productive, and engaging workplace.

This is a Contract position based out of Middle River, MD.

The pay range for this position is $40.00 - $42.00/hr.

Eligibility requirements apply to some benefits and may depend on your job classification and length of employment. Benefits are subject to change and may be subject to specific elections, plan, or program terms. If eligible, the benefits available for this temporary role may include the following: • Medical, dental & vision • Critical Illness, Accident, and Hospital • 401(k) Retirement Plan – Pre-tax and Roth post-tax contributions available • Life Insurance (Voluntary Life & AD&D for the employee and dependents) • Short and long-term disability • Health Spending Account (HSA) • Transportation benefits • Employee Assistance Program • Time Off/Leave (PTO, Vacation or Sick Leave)

This is a fully onsite position in Middle River,MD.

This position is anticipated to close on Aug 12, 2026.

Aston Carter provides world-class corporate talent solutions to thousands of clients across the globe. Specialized in accounting, finance, human resources, talent acquisition, procurement, supply chain and select administrative professions, we extend the capabilities of industry-leading companies. We draw on our deep recruiting expertise and expansive network to meet the evolving needs of our clients and talent community with agility and excellence. With offices across the U.S., Canada, Asia Pacific and Europe, Aston Carter serves many of the Fortune 500. We are proud to be a ClearlyRated Best of Staffing® Platinum Award winner for both client and talent service.

The company is an equal opportunity employer and will consider all applications without regard to race, sex, age, color, religion, national origin, veteran status, disability, sexual orientation, gender identity, genetic information or any characteristic protected by law.

If you would like to request a reasonable accommodation, such as the modification or adjustment of the job application process or interviewing process due to a disability, please email View email address on ziprecruiter.com for other accommodation options.

San Francisco Fair Chance Ordinance: Pursuant to the San Francisco Fair Chance Ordinance, for all positions located in the city and county of San Francisco, we will consider for employment qualified applicants with arrest and conviction records.

Massachusetts Lie Detector: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

Use of Artificial Intelligence (AI): We may use Artificial Intelligence (AI) to support parts of our hiring process, including sourcing, screening, and evaluating candidates. AI helps assess applications and qualifications, but final decisions are made by our hiring team. By applying, you acknowledge and agree that your application may be reviewed using AI tools.