Human Resources Business Partner (HRBP)

Position Purpose:
The HRBP acts as the strategic interface between HR and assigned business units, ensuring strict alignment with HR policies, compliance requirements, talent development systems, and employee relations protocols. The HRBP is a system enforcer, advisor to leadership, and operational executor across all HR pillars.

Key Responsibilities:

• Lead workforce planning, succession planning, and headcount forecasting activities for assigned departments.
• Conduct quarterly business reviews with department heads regarding performance management, engagement metrics, and workforce risks.
• Manage complex employee relations cases, including investigations, disciplinary actions, and documentation, adhering strictly to SOPs.
• Facilitate performance management cycles, calibration meetings, promotion recommendations, and career development planning.
• Champion diversity, equity, and inclusion (DEI) initiatives and track departmental participation.
• Ensure full execution of engagement surveys and departmental action planning processes.
• Audit departmental compliance with training requirements, handbook acknowledgments, and policy updates.
• Serve as escalation point for HR Generalist and Technical Recruiters for complex HR matters.

• Bachelor's degree in Human Resources, Organizational Development, or a related field (Master’s preferred).
• 5–8 years of progressive HR experience, including employee relations and business partner responsibilities.
• Strong working knowledge of U.S. labor law, compliance standards, and corporate governance.
• Proven ability to influence, advise, and enforce system-based HR practices at the leadership level.
• Data-driven mindset with the ability to generate, analyze, and present workforce metrics.
• Strategic Workforce Planning (succession, headcount planning)
• Deep Employee Relations Expertise (investigations, policy enforcement)
• Labor Law Knowledge (ADA, Title VII, Wage/Hour compliance)
• Data-Driven HR Analytics (turnover, time-to-fill, engagement scores)
• Performance Management Systems (design and execution)
• Business Literacy (understanding of operational business needs)
• Operates fully within system-based governance (no “ad-hoc HR”)
• Able to draft clear, defensible investigation findings and risk reports
• Executive Communication Skills
• Highly Influential without Being Emotional
• Calm Under Conflict
• Analytical Mindset (asks for data first, not opinions)