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Role Description

The Human Resources Business Partner (HRBP) serves as a strategic consultant to business leaders and a trusted advisor to employees. This role drives HR initiatives that align people strategies with organizational goals, ensuring a high performing, engaged, and compliant workforce. The HRBP actively partners cross-functionally with business leaders, as well as across all sectors of human resources, including:

• HR Operations
• Talent Acquisition
• Benefits
• Learning & Development/Organizational Effectiveness
• Employee Relations
• HR Systems

to deliver end-to-end support that enhances both business outcomes and employee experience.

Key Responsibilities

• Strategic Partnership & Workforce Planning:
  • Collaborate with senior leaders to understand business objectives and develop HR strategies that support operational and organizational goals.
  • Lead workforce planning discussions to identify talent needs, succession pipelines, and skills gaps.
  • Use HR metrics and analytics to inform decisions around turnover, engagement, and performance trends.
• Employee Relations & Performance Management:
  • Partner with Employee Relations supporting investigations where appropriate.
  • Provide proactive employee relations guidance to leaders, ensuring fair, consistent, and legally compliant practices.
  • Partner with managers on coaching, conflict resolution, corrective action, and performance improvement planning.
• Organizational Development & Culture:
  • In partnership with leadership, actively champion engagement, retention, and culture initiatives that reinforce company values.
  • Partner with Learning and Organizational Effectiveness to facilitate change management strategies and communication plans during periods of growth or transition.
  • Conduct stay and exit interviews to identify patterns and recommend actionable solutions.
• Talent & Leadership Development:
  • Partner with Learning and Organizational Effectiveness to identify leadership capability gaps and design targeted development plans.
  • Coach managers to enhance leadership effectiveness, communication, and accountability.
  • Support career pathing and internal mobility initiatives to retain top talent.
• Talent Acquisition & Compensation Support:
  • Collaborate with the Talent Acquisition and Compensation teams to ensure selection and pay practices are equitable and aligned with internal and market standards.
  • Support annual merit, bonus, and promotion processes by providing business insights and consistent reviews.
  • Advise leaders on job evaluations and clear definitions surrounding positional expectations.
• Compliance & Risk Mitigation:
  • Ensure compliance with all federal, state, and local employment laws and regulations.
  • Maintain up-to-date knowledge of labor legislation and recommend policy updates as needed.
  • Partner with HR Compliance supporting internal audits, reporting, and documentation requirements related to HR processes.
• Collaboration & HR Program Delivery:
  • Partner with other HR functions to deliver integrated programs such as engagement surveys, onboarding, benefits enrollment, and talent reviews.
  • Act as a connector between the business and all HR sectors, ensuring consistent implementation of enterprise-wide HR initiatives.
  • Participate in cross-functional projects and lead HR-specific initiatives to support business transformation or growth.
• All other duties as assigned.

Qualifications

• Bachelor's degree in human resources or equivalent discipline. Substantial professional experience in a related field may be considered in lieu of a formal degree.
• Minimum of 5–8 years of progressive HR experience.
• Experience supporting diverse business functions or multi-site operations preferred.
• Background in high-growth or complex industries such as healthcare, technology, or financial services preferred.
• Professional certifications such as SHRM-CP, PHR, SHRM-SCP, SPHR preferred.

Requirements

• Demonstrated ability to act as a strategic partner and trusted advisor to business leaders.
• Strong knowledge of HR principles, employment laws, and best practices.
• Excellent interpersonal and communication skills, with the ability to influence and build credibility at all levels.
• High degree of professionalism, discretion, and confidentiality.
• Strong analytical and problem-solving abilities; able to interpret data and make evidence-based recommendations.
• Proven ability to manage multiple priorities and deliver results in a fast-paced, dynamic environment.
• Proficiency in HR systems (Workday preferred) and Microsoft Office Suite (Excel, PowerPoint, Word).

Benefits

• Remote with occasional business travel.
• Compensation Range: $110,000 - $130,000 annually.