HR Business Partner

Job Description Enterprise HRBP (Food & Beverage Manufacturing) (Hybrid) Job Description Enterprise HRBP (Food & Beverage Manufacturing) (Hybrid) Posting Start Date: 8/14/26 Division: Human Resources Location Type: On-Site Pay Min: 85,000.00 USD Pay Max: 95,000.00 USD Job Location: Macedon, NY, USA, 14502 Req Id: 718 What We Need The Enterprise HR Business Partner serves as a strategic partner to enterprise leaders, driving talent strategy, organizational effectiveness, leadership capability, workforce planning, employee experience, and culture initiatives across assigned business functions. This role partners closely with Talent Acquisition, Talent Strategy, Learning & Development, and business leaders to design and implement programs which strengthen organizational capability, accelerate talent development, and support business growth and strategy. This role leverages data, insights, systems and business acumen to influence decision-making, optimize workforce effectiveness, and enhance the employee experience throughout the employee lifecycle. The role is responsible for ensuring alignment to enterprise talent strategies, performance management processes, leadership development initiatives, organizational design principles, and company values while maintaining compliance with applicable employment laws and organizational policies. What You Will Do Talent Management, Leadership Development & Organizational Effectiveness (40%) Partner with enterprise leaders, Talent Strategy, and Learning & Development to drive talent management, succession planning, leadership development, organizational effectiveness, and workforce capability initiatives. Lead performance management processes, including goal setting, talent reviews, performance evaluations, calibration, and development planning across assigned business functions. Coach leaders on talent assessment, employee development, organizational effectiveness, and leadership capability while promoting a growth-oriented culture. Drive adoption and execution of Individual Growth Plans (IGPs) and enterprise talent programs that strengthen employee and leadership development. Employee Experience, Engagement & Employee Relations (30%) Serve as a trusted advisor to leaders and employees, providing guidance on employee relations, performance issues, policy interpretation, organizational change, and employment decisions. Foster a positive employee experience by driving engagement, retention, communication, onboarding, and offboarding strategies across the employee lifecycle. Lead complex employee relations matters and investigations while ensuring compliance with company policies, practices, and employment laws. Partner with leaders to develop and execute action plans that strengthen engagement, culture, and Great Place to Work initiatives. Workforce Planning & Talent Strategy (20%) Partner with business leaders and Talent Strategy to develop workforce plans, organizational design strategies, succession plans, and talent pipelines aligned to business objectives. Collaborate with Talent team and organizational leaders on strategic hiring, workforce forecasting, and organizational change initiatives. Provide insights and recommendations regarding talent risks, organizational health, workforce capability, and retention trends. HR Analytics, Systems & Enterprise Programs (10%) Utilize workforce analytics and people insights to inform decision-making and measure the effectiveness of talent, engagement, and organizational initiatives. Champion the adoption and effective use of enterprise HCM and talent management tools, including Performance Management, Talent Planning, Individual Growth Plans (IGPs), and Leadership Development programs. Monitor key workforce metrics, including turnover, engagement, talent development, and succession readiness, and recommend actions that drive business results. Other Responsibilities Build strong partnerships across People Team Centers of Excellence to deliver integrated talent and people solutions. Lead and support enterprise HR initiatives, process improvements, and change management efforts that enhance organizational effectiveness and employee experience. Contribute to the development and standardization of HR programs, practices, and policies across the enterprise. What You Need To Be Successful Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field highly preferred. Minimum of five (5) years progressive Human Resources experience, including HR Business Partner experience supporting professional, corporate, or enterprise functions. Demonstrated experience in talent management, succession planning, leadership development, organizational effectiveness, and workforce planning. Experience using workforce analytics, talent insights, and HR systems to influence business decisions and drive organizational outcomes. Proven ability to consult with and influence leaders on talent strategy, organizational design, employee engagement, and change management initiatives. Experience facilitating talent reviews, performance management processes, and leadership development programs strongly preferred. SPHR or SHRM-SCP certification strongly preferred. #J-18808-Ljbffr