HR Business Partner II

Job Summary The HR Business Partner plays an essential role in establishing and driving HR programs/talent initiatives forward, while always ensuring they align with the company's business objectives. The HR Business Partner must possess deep business acumen; they must understand the company and its challenges to help address the organization and talent needs. The HR Business Partner must be able to work at all levels of the HR 'stack' — strategic, operational, and tactical, influence effectively across all levels of a company, and navigate through ambiguity, recognizing when it is appropriate to introduce more structure and process without derailing current production. The HR Business Partner sets and aligns the global talent strategy with the company's business priorities to drive results, defines and drives the delivery of talent processes and programs, and actively participates in the functional leadership teams as a partner to the business. This position is an onsite position and is based in Scottsdale, AZ. Duties and Responsibilities Develop and maintain effective relationships with key stakeholders, including employees, managers, and external partners. Identify and analyze HR metrics to measure the effectiveness of HR programs and make recommendations for improvements. Lead and participate in HR projects, ensuring successful delivery within timelines and budget. Demonstrate ability to lead HR projects end-to-end by creating structured communication plans, establishing timelines, conducting risk and compliance assessments, and ensuring disciplined follow-through to implementation and adoption. Ensure compliance with all HR policies, procedures, and regulations. Provide HR leadership during periods of organizational ambiguity and transformation, offering clarity, influence, and practical execution support. Educate, coach, and partner with managers on performance management and employee development goals. Provide HR expertise in the areas of feedback, employee relations, development and coaching, compensation, and organizational development. Participate in the continual development of HR programs, such as recruiting, retention, compensation, benefits, and Learning & Development. Collaborate with the HR team to champion and accelerate a culture of excellence in which people feel engaged and inspired to deliver top business results. Develop people strategies and design approaches for diagnosing and enhancing organizational effectiveness and employee satisfaction. Educate team members on compensation practices, including performance feedback, performance calibration, and career transitions. Qualification Requirements Degreed, master's degree preferred, SHRM-CP or SHRM-SCP is a plus. 8+ years of progressive HR experience. Strong knowledge of HR best practices. Demonstrate ability to lead HR projects end-to-end by creating structured communication plans, establishing timelines, conducting risk and compliance assessments, and ensuring disciplined follow-through to implementation and adoption. Ability to work collaboratively and influence at all levels of the organization. Strong problem‑solving and analytical skills. Demonstrated ability to operate effectively in ambiguous, fast‑changing environments. Experience supporting organizations undergoing transformation or rapid growth. Knowledge, Skills And Abilities Demonstrated experience in the various HR functional areas, especially organization development, change management, and employee relations. A deep knowledge of HR programs and practices, including applicable state and federal employment laws and regulations. 25% overnight travel may be required. Preferred Skills Strategic thinking Strong business acumen Effective communication Leadership and influence Ability to navigate ambiguity Data‑driven decision making Perseverance and resiliency Adaptability and agility in a transforming environment Collaborative approach Relationship builder (internal and external) Change agent Continuous learning Willingness to be both strategic and hands‑on ('boots on the ground') Key Outcomes Increase employee engagement through effective communications and initiatives. Identify, retain, and develop key/top talent to ensure business has the skills needed for the future. Utilize analytics to make informed HR decisions, improving overall efficiency. Promote a diverse and inclusive workplace to foster a more innovative and welcoming environment. Smoothly address employee related issues and minimize disruptions. Support organizational transformation by providing strategic guidance while executing hands‑on HR work as needed. KPls for this role Strategic alignment: HR initiatives aligned with business strategy. Employee engagement: Improvements measured through surveys and feedback. Talent management: Effective attraction, retention, and development of top talent. Change management: Successful leadership of organizational change initiatives. Performance management: Effective implementation of performance programs. HR metrics: Data‑driven insights that improve HR processes. Compliance: Adherence to legal and regulatory requirements. Stakeholder management: Strong relationships with executives, managers, employees, and partners. Physical Requirements Represents the appropriate physical requirements of the job in the course of the work. Employment Eligibility Verification (E-Verify) For employment within the United States, the W.C. Bradley Co. uses E-Verify to confirm the employment eligibility of all newly hired team members. To learn more about E-Verify, including your rights and responsibilities, please visit the U.S. Citizen and Immigration Service at Equal Employment Opportunity The W.C. Bradley Co. is an affirmative action / equal employment opportunity employer. Discrimination and all unlawful harassment (including sexual harassment) in employment is not tolerated. We encourage success based on our individual merits and abilities without regard to race, color, religion, national origin, gender, sexual orientation, gender identity, age, disability, marital status, citizenship status, military status, or veteran status. We support and obey laws that prohibit discrimination where we do business. Federal law requires the W.C. Bradley Co. to provide reasonable accommodation to qualified individuals with disabilities. Please let us know if you require a reasonable accommodation to apply for a job or to perform your job. If you are interested in applying for employment with the W.C. Bradley Co. and require special assistance or accommodation to complete any part of the application and pre‑employment process, please contact our Human Resources Office. #J-18808-Ljbffr Char Broil LLC.