Human Resources Business Partner

Job Description

Job Description

Human Resources Business Partner

** RESPONSIBILITIES **

Acts as a strategic liaison between HR and business leaders, aligning human capital strategies with company goals. Fostering collaboration between HR and the business ensuring the HR initiatives support the business needs and strategies, enhancing workforce performance. Identifying talent value proposition and implementing talent programs and initiatives to support business strategic priorities. Provides guidance on talent management, organizational development, employee relations, and change management, while driving business results and fostering a productive culture.

• Strategic Planning: Collaborating with senior management to align HR strategies with business goals and long-term planning
• Talent Management: Overseeing performance management, identifying high-potential employees and developing talent strategies (e.g., succession, retention, etc.)
• Performance management: continuous evolution of performance competencies and development frameworks to ensure talent continues to improve and drive business results
• Talent Programs: Partnering with program presidents to develop and implement programs and initiatives designed to enhance the talent value proposition (e.g., incentives, rewards, etc.)
• Employee Relations: Resolving complex employee issues, coaching managers and conducting investigations
• Organizational Development: Driving Change management initiatives, restructuring and improving organizational design
• Training and Development: Identifying skill gaps/conducting needs assessment. Identifying skill development training opportunities
• Data Analysis: Using HR metrics and data to drive insights on turnover, hiring, and performance, KPIs, etc.

SKILLS & QUALIFICATIONS

• Bachelors in HR, Business, or related field (required), Master’s (MBA/MS HR) preferred
• 8–12 years progressive HR experience (HRBP)
• ** Insurance/financial/professional services experience preferred **
• Executive presence; trusted advisor to senior leaders
• Organizational design, workforce planning & change leadership
• Employee relations, investigations & risk mitigation
• Talent management: performance, leadership development & succession
• Growth/M&A integration and team assimilation
• Experience supporting specialized talent segments
• Strategic, hands-on HR leader; delivers end-to-end in lean teams
• Workforce analytics & advanced Excel (attrition, productivity, spans, cost ratios)
• HRIS proficiency (e.g., Workday)
• HR certifications preferred (e.g., SHRM-CP/SCP, PHR/SPHR)