Human Resources Business Partner

The Human Resources Business Partner (HRBP) partners closely with business leaders in one of the company’s operating segments to deliver HR strategies that drive business objectives, foster a positive workplace culture and support employee engagement. This role serves as a trusted advisor to leadership as well as a resource to managers and employees, providing guidance on HR policies, programs and best practices. Additionally, the HRBP provides both strategic and tactical HR support across multiple disciplines including performance management, employee relations, compensation, and manager development, fostering a culture of excellence and engagement. This role requires in-office presence to collaborate effectively with teams and leaders. Responsibilities Serve as a trusted advisor and business partner to employees, managers, and leadership, providing strategic HR guidance to support organizational goals. Anticipate HR needs in the business, proactively identifying potential challenges and opportunities, and advising on effective solutions. Act as a trusted partner to managers, providing guidance on various HR programs, policies, and practices. Drive initiatives to enhance employee engagement, performance, and alignment with company values and objectives. Conducting and leading complex, high-risk and/or sensitive confidential investigations related to employee issues and claims, preparing investigative summaries, and making recommendations on next steps to HR leadership and General Counsel on appropriate actions. Promote a positive work environment by resolving conflicts, addressing employee concerns, and advising on disciplinary actions when necessary. Foster a culture of open communication and transparency, ensuring that employee concerns are handled in a timely and respectful manner. Provide coaching to managers and leaders, supporting their growth and development as effective people leaders. Utilize HR metrics, data, and analytics to drive decision-making and support business strategy. Monitor key data points such as turnover, engagement, and retention, using data to recommend actions and track progress against HR and business goals. Ensure compliance with employment laws, regulations, and company policies; identify and mitigate organizational risk related to HR matters. Continuously assess HR processes, programs, and HR tech stack to ensure effectiveness, proposing improvements and innovations where necessary. #J-18808-Ljbffr