HRBP

Our client is currently seeking a HRBP in Columbia, TN 38401

Job Title: HR Business Partner
Type: Full Time, Direct Hire
Location: ON-SITE: Columbia, TN
Hours: Monday-Friday (40 hours/week)
Compensation: Competitive and based on experience


Position Summary:


The Human Resources Business Partner (HRBP) serves as a strategic advisor and collaborative partner to assigned department leaders. This role provides expertise across all HR functions, aligning people strategies with business objectives to enhance organizational performance, leadership capability, and employee engagement. The HRBP builds strong, trust-based relationships with leaders, offering guidance on complex people matters while ensuring compliance with company policies and labor regulations.


Key Job Responsibilities:


Leadership Support & Relationship Management

• Build and maintain strong, collaborative relationships with assigned leaders and departments.
• Partner with leaders to understand goals, operational challenges, and workforce needs.
• Provide proactive support to resolve issues and drive department objectives.

HR Policy & Organizational Initiatives:

• Communicate and reinforce HR policies, organizational updates, and enterprise-wide initiatives.
• Guide leaders through HRIS processes, performance appraisals, and leadership development programs.

Compensation Guidance & Workforce Analytics:

• Collaborate with Compensation Analysts to advise on salaries, pay adjustments, and compensation practices.
• Analyze HR metrics, surveys, and exit interview data to identify trends and recommend improvements.

Employee Relations & Accountability:

• Coach leaders on performance management, accountability conversations, and conflict resolution.
• Partner with Employee Relations or HR leadership on complex or sensitive employee issues.

Learning & Development:

• Identify leadership development needs and training opportunities to strengthen team performance.
• Support leaders in implementing targeted employee growth and development programs.

Talent Acquisition & Workforce Planning:

• Support recruitment strategies to attract and retain top talent.
• Assist with succession planning and talent pipeline development aligned with organizational needs.

Organizational Development & Change Management:

• Support organizational change initiatives, including restructuring, mergers, and cultural transformation.
• Partner with committees such as the People Council to execute strategic HR projects.

Employee Engagement & Culture:

• Promote a positive, inclusive work environment that fosters employee morale and engagement.
• Collaborate with leaders to enhance team collaboration, retention, and overall employee experience.

Strategic HR Advising:

• Provide data-driven recommendations that align HR strategies with business objectives.
• Act as a trusted advisor, integrating HR insights into operational decision-making.

Regulatory Compliance & Risk Management:

• Ensure compliance with labor laws, HR policies, and organizational standards.
• Identify and mitigate HR-related risks while upholding ethical practices.

HRBP Standard Work Competencies:

• Strategic Alignment & Business Acumen: Understands business priorities and industry trends to deliver effective HR guidance.
• Employee Relations & Engagement: Supports conflict resolution and fosters a positive work environment, especially during change.
• Communication & Influencing: Builds consensus and ensures HR strategies are embedded in business decisions.
• Change Management & Organizational Development: Guides leaders through transitions and cultural shifts.
• Talent Acquisition & Workforce Planning: Identifies talent needs and supports recruitment and succession strategies.
• Analytics & Data-Driven Decision Making: Uses HR metrics and People Analytics to inform decisions and drive improvement.
• Regulatory Compliance & Risk Management: Ensures adherence to labor laws and mitigates organizational risk.

Required Qualifications:

• Bachelor's degree in a related field (Master's preferred).
• Proven experience as an HR Business Partner or HR Generalist.
• Strong knowledge of HR best practices, employment law, and workforce analytics.
• Excellent communication, influencing, and problem-solving skills.
• Ability to manage multiple priorities and build strong cross-functional relationships.
• Experience with People Analytics is preferred.

Reports To


Lead HR Business Partner