HR Business Partner

Requirements 5+ years of progressive HR experience, with at least 2 years in a business partner or similar role , Demonstrated experience across core HR functions, including employee relations, performance management, and talent development , Strong business acumen with the ability to align people strategies to organizational goals , Excellent communication and interpersonal skills, with the ability to influence and build relationships at all levels , Sound judgment and problem-solving skills, with the ability to navigate complex and sensitive situations , Experience leveraging HR data and metrics to inform decision-making and drive outcomes , Working knowledge of HR best practices and federal, state employment laws and regulations , Demonstrated ability to operate with urgency and proactivity, managing multiple priorities in a fast-paced environment while anticipating needs and driving work forward , Comfort with and proficiency in leveraging AI tools and technologies to enhance productivity, streamline workflows, and support data-driven decision-making What the job involves We are seeking an experienced and strategic HR Business Partner to join our dynamic team , This role will partner closely with business leaders to align people strategies with business objectives, enabling organizational effectiveness, performance, and growth , The HR Business Partner will serve as a trusted advisor to leadership and employees, bringing a data-driven and solutions-oriented approach to talent, organizational design, compensation, and employee experience , The ideal candidate brings strong business acumen, sound judgment, and the ability to influence stakeholders at all levels , Strategic Partnership & Workforce Planning: Partner with senior leaders and executives to develop and execute people strategies aligned to business goals. Support organizational design, workforce planning, and headcount strategy, ensuring teams are structured for scale and efficiency. Provide thought partnership on team effectiveness, spans and layers, and role clarity , Manager Coaching & Leadership Effectiveness: Act as a trusted advisor to managers and senior leaders, providing coaching on performance management, team engagement, and leadership effectiveness. Equip managers with tools and guidance to drive accountability, differentiate performance, and lead high-performing teams. Support leaders through complex employee situations with sound judgment and consistency , Performance Management & Talent Strategy: Drive performance management processes including review cycles and calibrations. Partner with leaders to assess talent, identify high performers, and address performance gaps. Support promotion and succession planning efforts, ensuring alignment with company standards and philosophy , Compensation & Promotion Planning: Partner with leadership and People teams on merit cycles, promotions, and compensation decisions. Reinforce a merit based compensation philosophy and ensure consistency and fairness across teams. Provide guidance on leveling, internal equity, and market positioning , Employee Relations: Serve as a trusted advisor to employees and managers on a wide range of employee relations matters. Navigate sensitive and complex situations with discretion, empathy, and a focus on consistent resolutions. Proactively identify trends and risks, and implement solutions to improve the employee experience , Change Management & Organizational Effectiveness: Lead and support change management efforts, including reorganizations, team evolutions, and business transformations. Partner with leadership to ensure clear communication, stakeholder alignment, and successful adoption of change initiatives , Learning & Development: Partner with the Learning & Development function to identify capability gaps and support targeted development initiatives. Coach employees on career growth and development planning , HR Analytics & Insights: Leverage HR data and metrics to identify trends, inform decisions, and drive continuous improvement. Provide insights on attrition, engagement, performance, and organizational health , Compliance & Risk Management: Ensure compliance with federal, state (including New York), and local employment laws and regulations. Partner with Legal and People Operations to mitigate risk and ensure consistent application of policies #J-18808-Ljbffr