HR Business Partner

Summary

The HR Business Partner (HRBP) provides strategic, consultative support to assigned business units/sites, aligning

people practices to operational goals. This role partners with assigned business units/sites to improve employee

engagement, strengthen leadership capability, mitigate risk, and drive workforce readiness. The HRBP serves as a

trusted advisor who leverages data, insights, and collaboration with HR centers of expertise (Talent Acquisition,

Learning & Development, Total Rewards, and Compliance) to design and implement integrated solutions that

enhance retention, development, and overall business performance.

Key Responsibilities 

Strategic Consultation & Partnership:       30%

· Serve as the primary HR advisor to assigned business units/sites.

· Partner with leaders to identify workforce needs, assess organizational effectiveness, and align HR

strategies with business priorities.

· Provide coaching to leaders to strengthen management capability and build high performing,

engaged teams.

Employee Relations & Risk Mitigation:       20%

· Lead investigations and resolve complex employee relations issues with a root-cause mindset.

· Ensure consistent, fair, and legally compliant practices.

· Anticipate risks and partner with Leadership to proactively address potential concerns.

· Provide guidance on policy interpretation and conflict resolution.

Talent Management & Leadership Development:       20%

· Collaborate with Learning & Development to assess capability gaps and implement development

solutions.

· Partner with Talent Acquisition on workforce planning, succession planning, and leadership

readiness.

· Support leaders in conducting effective performance management conversations and building strong

talent pipelines.

Engagement, Culture & Retention 20%

· Partner with business leaders and L&D to analyze engagement data, identify themes, and implement

targeted action plans.

· Coach leaders on practices that foster trust, recognition, inclusion, and accountability.

· Support organization-wide initiatives that promote Goodwill’s mission, values, and culture.

HR Analytics & Continuous Improvement:       10%

· Use data and workforce metrics (turnover, engagement, productivity) to influence decisions and

measure the impact of HR interventions.

· Recommend process improvements, new tools, and innovative practices to elevate the employee

experience and improve business outcomes.

Scope Factors- Revenue, Assets, Budget, Profit/Loss, Supervisory

· Consults with: Business unit leaders, supervisors, and employees across assigned departments/sites.

· Partners with: HR Centers of Expertise (L&D, Talent Acquisition, Total Rewards, Compliance).

· Influence: Workforce planning, organizational effectiveness, leadership capability, retention strategies,

compliance risk mitigation.

· Decision Authority: Recommends HR strategies, solutions, and policies; escalates critical issues to HR leadership.

Qualifications – Education & Experience

· Bachelor’s degree in Human Resources, Business Administration, or related field required. Additional years of

experience may be substituted for formal education.

· 6+ years of progressive HR experience, with at least 3 years in a consultative HRBP or strategic HR role.

· Experience in employee relations, talent management, organizational effectiveness, and leadership coaching.

· Strong knowledge of federal and Florida employment laws and HR best practices.

Qualifications – Other Skills, Abilities & Knowledge

· Consultation & Coaching: Ability to build trust, influence leaders, and coach for performance.

· Analytical Thinking: Skilled at using data to diagnose issues and drive evidence-based solutions.

· Business Acumen: Understands financial drivers, operational priorities, and workforce implications.

· Change Leadership: Ability to guide leaders and employees through organizational change.

· Cultural Competence: Promotes inclusion, respect, and alignment with GICF’s mission and values.

· Communication: Strong interpersonal, written, and presentation skills with ability to interact at all levels.

Physical Demands and Working Conditions

· While performing the duties of this job the employee may be required to sit or stand for extended periods of

time. Reasonable accommodation may be made to enable individuals with disabilities to perform the

essential functions of the job.

· Work is typically performed in an climate-controlled environment.

· Travel is primarily local to assigned sites within Central Florida during the business day

· Schedule may vary depending on business needs, and may entail working outside of normal departmental

operating hours

Licensing and Certification

· Valid Florida Driver’s License with satisfactory driving record.

· SHRM-CP/PHR preferred, SHRM-SCP/SPHR Strongly preferred