Strategic Human Resources Business Partner

Job Description

Job Description

Description:

Join Us in the Fight Against Hunger!

At the Food Bank of Central & Eastern North Carolina, we believe in a future where no one goes hungry. Our mission is simple but powerful: Nourish people. Build solutions. Connect communities.

We’re looking for passionate, dedicated people to bring their talents to an organization where every role makes a real difference. Guided by our values - Integrity , Compassion , Dedication , Teamwork , and Fun - we work hard, support one another, and celebrate the impact we create together.

If you’re ready to put purpose at the center of your career, we’d love to have you on our team!

ABOUT THE ROLE

The Strategic Human Resources Business Partner serves as a strategic partner to assigned client areas, working closely with leaders and employees to align people strategies with organizational priorities and business needs. This role leads and advises on HR strategies and initiatives across talent acquisition, talent development, performance management, employee engagement, equity, diversity, and inclusion (EDI), employee relations, and HR policy and practice. 

The Strategic HRBP uses sound judgment, data, and HR expertise to provide thoughtful guidance, strengthen organizational effectiveness, and support a positive, high-performance culture.  The individual must demonstrate a strong commitment to the organization’s values and leverage them to strengthen the employee experience, build trusted relationships, and foster a positive, high-performance culture. The individual builds credibility across all levels of the organization through collaboration, integrity, and confidentiality. 

PRIMARY RESPONSIBILITIES

• HR Strategy & Planning : Support the development, review, and enhancement of HR strategies and initiatives aligned with the Food Bank’s strategic plan and organizational priorities. Contribute to the development and implementation of HR programs, practices, and tools that strengthen organizational effectiveness and support a positive employee experience. Utilize HR metrics, reporting, and other data to identify trends, evaluate effectiveness, and inform HR strategies and recommendations. 
• HR Business Partnership: Serve as a trusted HR advisor and strategic partner to assigned client areas, working closely with leaders and employees to understand organizational needs and provide thoughtful, timely, and solutions-oriented HR support. Partner with leaders to develop effective organizational goals and structures with clear objectives, accountabilities, roles, and responsibilities, and to strengthen talent bench strength. Coach and advise leaders and employees on organizational design, change management, performance management, employee relations, and total rewards, while ensuring HR guidance is consistent with organizational values, policies, and practices.     
• Employee Engagement & High Performance Culture: Develop and implement strategies that enhance employee engagement, advance equity, diversity, and inclusion (EDI), strengthen cross-team collaboration, and promote a positive, high-performance workplace culture. Partner with leaders to identify opportunities to improve employee experience, engagement, and organizational effectiveness.  
• Talent Acquisition & Onboarding: Lead and support full-cycle recruitment activities to attract and select qualified top talent. Partner with hiring managers to develop recruitment strategies, facilitate effective selection processes, support interviews and candidate evaluation, and extend offers. Manage employee onboarding programs to facilitate new-hire success and integration. Ensure recruitment and selection processes, data, and electronic records are maintained accurately and in accordance with organizational and legal requirements. 
• Talent Development: Advise and educate leaders on talent development strategies, resources, and practices that support employee growth and organizational needs. Lead talent review sessions for client areas and ensure follow-through on targeted learning solutions and development plans. Participate in the refinement and implementation of the organization’s competency model, including supporting tools, resources, and communications to promote understanding and adoption across the organization. 
• HR Operations & Compliance: Support the organization’s compensation program, including salary surveys, salary grade adjustments, and merit and promotion guidelines. Support benefits administration, including annual enrollment, and advise employees and managers regarding leaves of absence, including FMLA, STD, and LTD. Monitor developments in employment law and recommend changes to policies and practices as needed to maintain compliance. Audit and update processes to support compliance with immigration, FLSA, EEO, DOT, and OSHA requirements. Provide interpretation and guidance to managers on HR policies, practices, and employment-related matters. Maintain current knowledge of HR trends, best practices, technology, and employment law. 

The above statements are intended to describe the general nature of the work being performed by people assigned to this job. They are not intended to be an exhaustive list of all responsibilities, duties, and skills required of personnel so classified. 

EDUCATION

• Bachelor’s degree in Human Resources Management, Business Administration, Psychology, or relevant field.

CERTIFICATIONS

• Human Resources certification through the Society for Human Resources Management or the Human Capital Institute highly preferred.

EXPERIENCE

• 7+ years of progressive human resources management experience.
• 4+ years of experience partnering with leaders at multiple levels to develop and execute HR strategies aligned with organizational priorities.
• 4+ years of experience advising and coaching managers on employee relations, performance management, organizational development, talent management, and change management.
• 4+ years of experience with talent acquisition, employee development, compensation, benefits, and HR compliance.
• 2+ years of experience using HR data, metrics, and reporting to inform decisions and evaluate HR initiatives. 
• Experience working in a collaborative, mission-driven, or similarly values-based organization preferred. 

An equivalent combination of relevant education and work experience will be considered in lieu of a degree. 

Additional Requirements

• Valid North Carolina driver’s license and excellent driving record. Ability to travel throughout the Food Bank’s 34-county service area.

SKILLS

• Strategic HR Partnership: Experience serving as a strategic HR business partner and delivering HR excellence to clients with integrity, professionalism, and confidentiality. 
• Relationship Building: Demonstrated success building effective, trusted relationships with employees and leaders at all levels of the organization. 
• Customer Orientation: Ability to provide responsive and professional customer service by addressing inquiries, maintaining clear communication, and ensuring a positive experience for assigned clients.
• Decision-Making & Problem Solving: Demonstrated ability to make well-informed decisions using strong analytical, critical-thinking, and problem-solving skills. 
• Communication & Facilitation: Ability to demonstrate exceptional interpersonal, verbal, and written communication skills with a proven ability to facilitate discussions, foster collaboration, and guide diverse groups toward shared goals.
• Negotiation & Conflict Resolution: Demonstrated ability to navigate sensitive situations, facilitate productive conversations, and resolve workplace conflicts effectively. 
• Culture & EDI: Experience fostering a positive, inclusive work environment and organizational culture that embraces and supports equity, diversity, and inclusion (EDI).
• Employment Law & Compliance: Working knowledge of employment-related laws, regulations, and HR compliance requirements. 
• Technical Proficiency: Ability to effectively utilize Microsoft Office Suite applications (Word, Excel, PowerPoint, Outlook), as well as HRIS platforms (e.g., Paylocity, BambooHR, ADP, Paychex).

COMPETENCIES

• Collaboration & Teamwork: Ability to work across teams, departments, and functions to achieve shared goals.
• Planning & Organization: Ability to manage time, priorities, and resources effectively to achieve desired outcomes.
• Creative Problem Solving: Ability to break down complex problems, gather and evaluate relevant   information, and make sound, timely decisions.
• Results-Based Accountability: Ability to take full ownership of one’s responsibilities, commitments, and   outcomes.
• Adaptability & Continuous Learning: Ability to adjust effectively to change, remain resilient in the face of uncertainty, and actively seek opportunities to grow.
• Food Bank Mission Mindset & Impact: Ability to connect individual work to the Food Bank’s mission, values, and commitment to the communities it serves.

PHYSICAL DEMANDS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.

While performing the duties of this position, the employee is regularly required to communicate clearly, hear, and interact effectively with others without deliberate impediment (e.g., wearing or listening to headphones). The employee frequently sits and uses hands and fingers to handle, feel, or operate objects and equipment. The employee is occasionally required to stand, walk, reach with arms and hands, climb, balance, stoop, crouch, crawl, and lift and/or move up to 50 pounds.

Specific vision abilities required include close vision.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the position.

While performing the responsibilities of this position, the employee will work in a variety of settings, including an office environment, warehouse, and off-site partner or community locations. This requires frequent travel by automobile, transit van, or large truck within the Food Bank’s 34-county service area.

In warehouse and kitchen environments, the employee may occasionally be exposed to moving mechanical parts, vehicles, temperature fluctuations, and moderate noise levels. Safety toe footwear with non-skid soles is required.
These working conditions are representative of the environments an employee will encounter while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform these functions. 

EQUAL OPPORTUNITY EMPLOYER

We are an equal opportunity employer. We do not regard race, color, religion, national origin, age, sex, pregnancy, marital status, disability, genetic information, veteran status, sexual orientation, or any protected class characteristic when seeking to hire. This practice, in addition to hiring, applies to our recruiting, training, transfers, promotions, job benefits, pay, dismissal practices, social and recreational activities, and any other term or condition of employment. We care about our employees, our candidates, and our community. 

As such, please note that this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.