The Human Resources Business Partner (HRBP) partners closely with business leaders to align HR practice with strategic business objectives, ensuring the organization has the talent, capabilities, and culture needed to achieve long-term success. As a trusted advisor to senior leadership, you will provide strategic and tactical HR thought leadership in the areas of organizational development, leadership coaching for entry to mid-level leaders, change management, and program/project management. You will also oversee performance management, employee relations, compensation, and the development of learning programs, fostering a culture of excellence and engagement for your business segments. This role requires in-office presence to collaborate effectively with teams and leaders.
Responsibilities:
- Serve as a trusted advisor and business partner to employees, managers, and leadership, providing strategic HR guidance to support organizational goals.
- Anticipate HR needs in the business, proactively identifying potential challenges and opportunities, and advising on effective solutions.
- Act as a trusted partner to managers, providing guidance on workforce planning and organizational design
- Drive initiatives to enhance employee engagement, performance, and alignment with company values and objectives.
- Lead and support organizational change management efforts, guiding the business through transformations such as integrations, M&A, or business process changes.
- Support and lead culture initiatives that foster a high-performing, inclusive, and collaborative work environment.
- Conducting and leading complex, high-risk and/or sensitive confidential investigations related to employee issues and claims, preparing investigative summaries, and making recommendations on next steps to HR leadership and General Counsel on appropriate actions.
- Promote a positive work environment by resolving conflicts, addressing employee concerns, and advising on disciplinary actions when necessary.
- Foster a culture of open communication and transparency, ensuring that employee concerns are handled in a timely and respectful manner.
- Provide coaching to managers and leaders, supporting their growth and development as effective people leaders.
- Work with leaders to set clear performance expectations, provide feedback, and ensure alignment with organizational goals.
- Utilize HR metrics, data, and analytics to drive decision-making and support business strategy.
- Monitor key data points such as turnover, engagement, and retention, using data to recommend actions and track progress against HR and business goals.
- Provide senior management with insights into workforce trends and potential areas of concern or opportunity.
- Ensure compliance with employment laws, regulations, and company policies; identify and mitigate organizational risk related to HR matters.
- Drive large-scale HR initiatives or projects, including talent management programs, employee engagement surveys, leadership training, learning and development programs, or compensation strategy redesign.
- Continuously assess HR processes, programs, and HR tech stack to ensure effectiveness, proposing improvements and innovations where necessary.
