Human Resources Business Partner

Human Resources Business Partner

The Human Resources Business Partner (HRBP) serves as a strategic advisor to operational and business leaders, aligning people strategies with organizational objectives to strengthen workforce performance, employee engagement, leadership effectiveness, and organizational success.

This role partners closely with leaders to anticipate workforce needs, assess organizational challenges, identify talent risks, and implement proactive human capital solutions that support operational priorities and long-term business goals. The HRBP serves as a trusted consultant and coach to leaders on organizational effectiveness, employee relations, workforce planning, performance management, change management, succession planning, and leadership development initiatives.

The HRBP leverages business insight, workforce analytics, and strong relationship management skills to influence decision-making and improve organizational outcomes across assigned business units. This role also provides oversight and guidance to Employee Relations Specialists and collaborates closely with leaders across the Department of People to deliver integrated and strategic HR solutions within a dynamic and unionized operating environment.

To perform this position successfully, an individual must be able to perform the essential functions of the job, with or without reasonable accommodation. The company will provide reasonable accommodations to qualified individuals with disabilities, consistent with applicable law.

Essential Functions and Responsibilities

• Serve as a strategic partner and trusted advisor to business leaders on workforce strategy, organizational effectiveness, employee engagement, and talent-related decisions.
• Develop strong working relationships with leaders to understand operational goals, workforce challenges, staffing needs, and organizational priorities.
• Partner with leaders to proactively identify workforce risks and opportunities and recommend practical, business-focused HR solutions.
• Support leaders in building high-performing teams through effective talent management, coaching, accountability, and workforce planning strategies.
• Provide guidance and consultation regarding organizational structure, team effectiveness, succession planning, and change management initiatives.

• Partner with leaders to assess current and future staffing needs, workforce capabilities, succession risks, and talent pipeline opportunities.
• Collaborate with Talent Acquisition and Learning & Development teams to address staffing gaps, leadership development needs, and employee growth opportunities.
• Utilize workforce metrics and analytics to identify trends related to turnover, retention, engagement, absenteeism, and organizational performance.
• Support strategic workforce initiatives designed to improve employee retention, leadership effectiveness, and operational readiness.

• Provide strategic and day-to-day consultation to leaders regarding employee relations matters, performance management, conflict resolution, and corrective action.
• Lead and support complex employee investigations, ensuring consistency, fairness, sound judgment, and compliance with organizational policies and applicable laws.
• Partner with Labor Relations and Legal teams as appropriate regarding collective bargaining agreement interpretation, grievance-related matters, and workplace investigations.
• Support leaders in fostering positive employee relations, engagement, accountability, and a respectful workplace culture.
• Identify patterns and trends in employee relations matters and recommend proactive solutions to minimize organizational risk and improve employee experience.

• Coach leaders on communication effectiveness, leadership capability, performance management, employee engagement, and organizational change.
• Support leaders in navigating complex workforce situations while balancing operational needs, employee experience, and organizational values.
• Facilitate difficult conversations and provide consultation during periods of organizational change, restructuring, or workforce transition.
• Promote leadership accountability and consistency in the application of policies, practices, and organizational expectations.

• Ensure compliance with federal, state, and local employment laws, organizational policies, and applicable collective bargaining agreements.
• Provide interpretation and guidance related to HR policies, procedures, and employment practices.
• Partner across the Department of People to support the implementation of HR initiatives, programs, and organizational priorities.
• Maintain appropriate confidentiality and exercise sound judgment in handling sensitive employee and organizational matters.

• Support special projects, organizational initiatives, and strategic HR priorities as needed.
• Perform other duties as assigned.

Supervisory Responsibilities

• Provide guidance, mentorship, and oversight to Employee Relations Specialists.
• Support the development of consistent employee relations practices, investigation processes, and leader support strategies across the organization.
• Foster collaboration and alignment across HR functions to deliver high-quality service and strategic support to business leaders.

Education and/or Experience

• Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, Organizational Development, Psychology, or a related field required.
• Minimum of five (5) years of progressive Human Resources experience required.
• Minimum of three (3) years of experience in a strategic HR Business Partner, Employee Relations, Labor Relations, or organizational consulting role preferred.
• Experience supporting operational leaders within a complex or unionized environment preferred.
• Supervisory or team leadership experience is preferred.

Knowledge, Skills, and Abilities

• Strong business acumen and strategic thinking capability
• Exceptional relationship-building and leadership consulting skills
• Advanced employee relations and conflict resolution capability
• Strong analytical, problem-solving, and decision-making skills
• Ability to influence and coach leaders at all organizational levels
• Excellent verbal, written, and interpersonal communication skills
• Emotional intelligence and sound professional judgment
• Organizational effectiveness and workforce planning capability
• Change management and organizational transition support experience
• Ability to manage multiple priorities in a fast-paced operational environment
• High level of professionalism, discretion, and confidentiality
• Strong collaboration and cross-functional partnership skills

• Working knowledge of employment laws, HR best practices, and employee relations principles
• Knowledge of labor relations and unionized work environments preferred
• Experience utilizing workforce data and metrics to support decision-making
• Understanding of organizational development, performance management, and talent strategy practices
• Proficiency with HRIS systems and Microsoft Office applications

Physical Demands

• Regular on-site attendance is an essential function of this position due to the need for in-person collaboration, operational support, hands-on infrastructure management, and training and development activities. This role is designated as fully onsite and is not eligible for remote work.
• Ability to remain stationary for extended periods.
• Ability to occasionally travel locally between IndyGo locations and operational facilities.

IndyGo is an Equal Opportunity Employer