Human Resource Business Partner

Job Summary The Human Resources Business Partner (HRBP) aligns people strategies with business objectives across assigned departments or portfolios. This role serves as a strategic advisor and trusted coach to leaders, providing guidance on employee relations, performance management, workforce planning, and organizational effectiveness. The HRBP leverages qualitative and quantitative data to identify trends, mitigate risk, and strengthen employee experience, culture, and engagement while ensuring compliance with applicable employment laws and organizational policies. This position has no direct supervisory responsibilities but serves as a coach and mentor to leaders and HR colleagues as appropriate. Position Specific Duties & Responsibilities Employee Relations Manage, advise on, and resolve complex employee relations issues, including conflict resolution, misconduct investigations, performance concerns, progressive discipline, and terminations. Conduct thorough, objective, and timely investigations and provide clear recommendations aligned with organizational policy and legal requirements. Clarify, interpret, and consistently apply People/HR policies, procedures, and standard operating practices. Serve as a resource for managers and employees during sensitive situations, including workplace conflict, accommodations, and emergency‑related employee matters. Provide HR guidance related to organizational restructures, staffing changes, and workforce planning efforts. Portfolio Coaching & Leadership Support Partner closely with leaders to strengthen management capability and support sound, compliant people decisions. Provide day‑to‑day guidance on performance management, including coaching, consulting, career development, corrective action, and employee engagement strategies. Work with leaders to improve work relationships, morale, productivity, and employee retention within assigned business units. Conduct regular meetings with program leaders to discuss people priorities, emerging risks, and organizational health. Strategic Problem Solving & Data Analysis Analyze employee relations trends, engagement indicators, and workforce metrics to identify root causes and recommend proactive solutions, programs, or policy enhancements. Use data‑driven insights to inform leadership on current trends, emerging risks, and future people‑related opportunities or challenges. Build strong cross‑functional partnerships to assess the people impact of new initiatives, operational changes, or organizational priorities. Policy Development & Compliance Provide recommendations for the development, refinement, and implementation of HR policies aligned with industry best practices and organizational values. Ensure leaders and employees understand and consistently apply policies and procedures. Maintain in-depth knowledge of employment laws and regulations related to day‑to‑day people management, reducing organizational risk and supporting compliance. Partner with internal stakeholders, including legal and HR colleagues, as needed to address complex compliance matters. Collaboration, Culture & Continuous Learning Actively contribute to the HR/People team through collaboration, knowledge sharing, and participation in team and department meetings. Embrace and support diversity, equity, inclusion, and belonging efforts that strengthen organizational culture. Engage in ongoing professional development and seek feedback to enhance effectiveness and impact as a strategic HR partner. Education Bachelor’s degree in Human Resources, Business or related field required. Master’s degree or MBA preferred. Experience Minimum of 4 years of experience handling complex employee relations matters. Knowledge / Skills / Abilities Consultative, coaching, and influencing capabilities with the ability to partner effectively with leaders at all levels. Clear and effective verbal and written communication skills. Demonstrated discretion, sound judgment, and professionalism in handling sensitive matters. Analytical, problem‑solving, conflict resolution, and decision‑making capabilities. Ability to interpret and apply employment laws, policies, and organizational procedures. Demonstrated success managing complex employee relations issues. Effective interpersonal and relationship‑building skills across diverse stakeholder groups. General benefits knowledge, including the ability to explain programs at a high level, collaborate with benefits specialists or vendors, and support employees and leaders with benefits‑related questions, escalations, and life‑event considerations. Broad HR generalist knowledge across core functions such as onboarding, employee lifecycle management, performance processes, leaves of absence, and HR compliance to support day‑to‑day people operations. Certifications / Licenses SHRM-CP, SHRM-SCP or PHR, SPHR certification preferred. #J-18808-Ljbffr