HR Business Partner

We are seeking an HR Business Partner to support business leaders in driving organizational performance through effective people strategies. Key Responsibilities Strategic Business Partnership Partner with business leaders to understand priorities and translate them into actionable people strategies Provide coaching and guidance on organizational effectiveness, workforce planning, and team performance Act as a trusted advisor to managers on talent, engagement, and organizational challenges Talent & Performance Management Drive execution of enterprise talent processes (performance management, succession planning, talent reviews) Partner with leaders to identify and develop key talent and address capability gaps Ensure consistency and discipline in talent practices across the business HR Operating Model Enablement Serve as the primary HR interface for the business, activating support from COEs (e.g., Talent, Total Rewards) and HR Operations as needed Ensure effective adoption of enterprise programs while tailoring approach to business needs Workforce Insights & Decision Support Leverage HR data and analytics to identify trends and inform business decisions Translate insights into recommendations that improve retention, engagement, and performance Change & Transformation Partner with leaders to drive organizational change and transformation initiatives Support leadership alignment, communication, and adoption of new ways of working Strengthen manager capability during periods of change Culture & Engagement Champion a high-performance, inclusive culture aligned to company values Partner with leaders to improve employee engagement and overall experience Benefits Strategic Exposure: Direct partnership with business leaders on priorities that drive performance Modern HR Operating Model: Opportunity to work within a clear HRBP, COE, and HR Operations structure Impact & Ownership: Ability to influence talent outcomes, organizational effectiveness, and employee experience Growth: Pathway to more senior HRBP roles with increased scope and strategic accountability Qualifications 3–5 years of progressive HR experience, including HR Business Partner or generalist roles Demonstrated ability to partner with leaders and influence people decisions Experience managing employee relations issues and advising managers Strong business acumen and understanding of how talent drives performance Ability to navigate across COEs and shared services models Strong analytical, problem‑solving, and communication skills Bachelor’s degree required; advanced degree or HR certification preferred Brink’s is an equal‑opportunity/affirmative action employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, sexual orientation, gender identity, genetic information, or history or any other characteristic protected by law. Brink’s is also committed to providing a drug‑free workplace. #J-18808-Ljbffr Balance Innovations