Human Resources Business Partner

Description The Human Resources Business Partner (HRBP) serves as a strategic advisor to the COO and Leadership Team, translating business priorities into practical people strategies that strengthen leadership effectiveness, employee engagement, organizational performance, retention, and compliance. This role combines executive‑level counsel with hands‑on execution across employee relations, performance management, talent development, workforce planning, compensation support, succession planning, and change management. To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

OBJECTIVES

Align people strategy with business objectives to support scalable growth, organizational performance, and retention. Strengthen leadership capability through coaching, manager development, clear expectations, and accountability. Improve employee engagement through proactive communication, recognition, development, and manager support. Build stronger talent pipelines through succession planning, career pathing, and workforce planning. Lead change management efforts that support adoption of new priorities, processes, and organizational improvements.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Partner with the COO and Leadership Team to develop and execute people strategy. Advise leaders on organizational design, workforce planning, leadership effectiveness, and organizational performance. Coach managers on communication, accountability, employee development, goal setting, and performance improvement. Lead performance management processes, manager guidance, leadership training, and development programs. Serve as a primary advisor on employee relations matters, including investigations and employment decisions. Develop succession planning, career pathing, employee engagement, recognition, and change management initiatives. Partner with Recruiting, Payroll, Finance, and business leaders on workforce planning, onboarding, compensation planning, benchmarking, benefits strategy, and related people priorities. Maintain HR policies, employment law compliance, audits, workforce metrics, and leadership dashboards.

KEY COMPETENCIES

Business Acumen & Strategic Thinking Leadership Coaching & Development Organizational Development & Change Management Employee Relations & Employment Practices Workforce Planning & Talent Management Data Analytics & Decision Support Communication, Influence & Executive Presence EDUCATION and/or EXPERIENCE Bachelor’s degree in human resources, business administration, or a related field. SHRM-CP or SHRM-SCP certification preferred. Minimum of 5 years of human resources management experience, preferably as an HR Business Partner or similar role. Strong knowledge of employment laws and regulations. Proficiency with Microsoft Office, including Excel, Outlook, Word, and PowerPoint.

SUCCESS MEASURES

Strength of partnership with the COO and Leadership Team. Effectiveness of employee relations, compliance, and performance management support. Progress on succession planning, career development, engagement, and retention. Quality and usefulness of workforce analytics provided to leadership.

DECISION AUTHORITY AND PARTNERSHIPS

The HRBP makes recommendations to the COO and Leadership Team on people‑related priorities, policies, workforce planning, employee relations, performance management, and organizational development. The role partners closely with Recruiting, Payroll, Finance, and business leaders, while escalating high‑risk employee relations, legal, compensation, and organizational decisions as appropriate. #J-18808-Ljbffr Hauser-Inc