Human Capital Business Partner III

Human Capital Business Partner III

The Human Capital Business Partner III (HCBP III) provides senior-level human capital consultation to leaders and managers across the organization. This role partners closely with leadership to define and execute people strategies aligned with business objectives, labor strategy, and organizational priorities. The HCBP III leads complex employee and labor relations matters, advises on compliance and risk, supports workforce planning, and drives change initiatives. This role operates with a high degree of autonomy and serves as a strategic advisor and escalation point within the Human Capital team.

Essential duties include:

• Strategic business partnership & workforce strategy
• Employee & labor relations
• Compliance, risk & investigations
• Performance management & leader coaching
• Change management & organizational effectiveness
• Collaboration, data & continuous improvement

Role competencies/skills include attention to detail, collaboration & communication, diversity & inclusion, execution & ownership, time management, change management, conflict resolution, critical thinking - dealing with ambiguity, talent & performance management, organizational design & development, mergers & acquisitions, initiative, legal, compliance, and employee relations.

Environment, physical & mental activities include a non-confined office-type setting, various physical activities, and operating standard office equipment.

Position requirements include minimum qualifications such as a bachelor's degree in human resources, business administration, or a related field, 7–10 years of progressive human resources experience, significant experience supporting leaders in a unionized environment, advanced experience leading sensitive and high-risk workplace investigations, and strong working knowledge of employment and labor laws. Preferred qualifications include professional certification, experience advising senior leaders and executives, experience supporting organizational change, workforce strategy, or labor negotiations, and multi-state HR experience.