HR Business Partner

Position Description

Description

The Human Resources Business Partner serves as the primary Human Resources advisor for assigned business groups by providing strategic partnership, operational support, and leadership coaching throughout the employee lifecycle.

The HR Business Partner builds trusted relationships with leaders, understands operational priorities, and delivers Human Resources solutions that strengthen organizational performance, improve employee engagement, and support business objectives.

This position combines strategic partnership with operational execution and is responsible for employee relations, recruiting, workforce planning, performance management, talent development, benefits support, HR administration, compliance, and organizational initiatives for assigned departments.

Key Functional Responsibilities and Accountabilities

Strategic Business Partnership

• Serve as the primary HR advisor for assigned departments.
• Develop strong relationships with operational leaders.
• Conduct recurring HR service planning meetings with department leaders.
• Understand workforce challenges and recommend proactive HR solutions.
• Align Human Resources activities with departmental business objectives.
• Support annual workforce planning initiatives.
• Monitor workforce trends within assigned business groups.

Employee Relations & Leadership Coaching

• Coach leaders regarding employee relations matters.
• Conduct workplace investigations.
• Recommend corrective action.
• Assist leaders with performance coaching.
• Facilitate difficult employee conversations.
• Escalate complex employee relations matters appropriately.

Talent Acquisition & Workforce Planning

• Partner with leaders to identify staffing needs.
• Coordinate recruitment activities.
• Participate in candidate interviews.
• Coordinate onboarding activities.
• Improve recruiting effectiveness.

Performance Management

• Coach leaders through performance management.
• Assist with performance evaluations.
• Facilitate Performance Improvement Plans.
• Support annual performance review processes.
• Identify opportunities to improve leadership effectiveness.

Talent Development

• Identify employee development opportunities.
• Assist leaders with career development planning.
• Support learning initiatives.

Benefits & Employee Support

• Serve as the primary HR contact regarding employee benefits.
• Support annual Open Enrollment.
• Assist employees with leave administration.
• Coordinate accommodation requests.
• Support employee wellness initiatives.
• Promote available employee resources.

Human Resources Operations

• Maintain HRIS accuracy.
• Process employee lifecycle transactions.
• Maintain employee records.
• Support HR reporting.
• Maintain organizational charts.
• Prepare workforce metrics.
• Maintain HR process documentation.

Compliance & Risk Management

• Ensure compliance with employment laws.
• Support EEO and Affme?
• Maintain confidentiality.
• Ensure consistent policy application.

Employee Engagement & Culture

• Support employee engagement initiatives.
• Participate in jobsite visits.
• Build relationships with employees.
• Promote company culture and values.
• Support employee recognition initiatives.
• Identify opportunities to improve employee experience.

Strategic Projects & Continuous Improvement

• Lead assigned HR strategic initiatives.
• Own annual strategic pillar projects.
• Support organizational change initiatives.
• Assist with acquisition integration activities.
• Recommend process improvements.
• Participate in enterprise HR projects.
• Monitor project progress and outcomes.

Qualifications

• Bachelor's Degree in Human Resources, Business Administration or related field.
• Five to seven years of progressive Human Resources experience.
• SHRM-CP or PHR certification preferred.
• Strong employee relations, leadership coaching, and recruiting experience.
• Demonstrated ability to influence leaders and build trusted relationships.
• Excellent written and verbal communication skills.
• Strong organizational and analytical skills.
• Ability to manage multiple priorities while maintaining confidentiality.

Core Competencies

Integrity & Trust: Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn’t misrepresent him/herself for personal gain.

Strategic Agility: Sees ahead clearly; can anticipate future consequences and trends accurately; has broad knowledge and perspective; is future oriented; can articulately paint credible pictures and visions of possibilities and likelihoods; can create competitive and breakthrough strategies and plans.

Hiring & Staffing: Has a nose for talent; hires the best people available from inside or outside; is not afraid of selecting strong people; assembles talented staffs.

Conflict Management: Steps up to conflicts, seeing them as opportunities; reads situations quickly; good at focused listening; can hammer out tough agreements and settle disputes equitably; can find common ground and get cooperation with minimum noise.

Approachability: Is easy to approach and talk to; spends the extra effort to put others at ease; can be warm, pleasant, and gracious; is sensitive to and patient with the interpersonal anxieties of others; builds rapport well; is a good listener; is an early knower, getting informal and incomplete information in time to do something about it.

Informing: Provides the information people need to know to do their jobs and to feel good about being a member of the team, unit, and/or the organization; provides individuals information so that they can make accurate decisions; is timely with information.

Composure: Is cool under pressure; does not become defensive or irritated when times are tough; is considered mature; can be counted on to hold things together during tough times; can handle stress; is not knocked off balance by the unexpected; doesn’t show frustration when resisted or blocked; is a settling influence in a crisis.

Equal Opportunity Employer

Superior Bowen is committed to providing equal employment opportunities and will consider all qualified applicants for employment without regard to race, color, religion, sex, age, pregnancy, physical or mental disability, genetics, sexual orientation, gender identity, veteran status, national origin or any other legally protected status.

#J-18808-Ljbffr