The HR Business Partner (HRBP) provides consultative HR partnership to assigned leaders and teams, supporting day-to-day people needs and implementing HR programs that align with organizational priorities. This role applies working knowledge across core HR disciplines and coordinates with HR stakeholders to deliver solutions, improve operational consistency, and support an effective employee experience.
Essential Responsibilities:
Responsibilities listed in this section are core to the position. Inability to perform these responsibilities, with or without an accommodation, may result in disqualification from the position.
Builds trusted relationships with leaders and provides HR guidance aligned to business priorities and operational needs.
Assesses people-related needs and barriers and recommends practical solutions that improve performance, engagement, retention, and team effectiveness.
Executes HR programs and initiatives for the client group, ensuring timely delivery, adoption, and consistent application.
Partners across HR functions to coordinate solutions and resolve inquiries and issues within established practices and guidelines.
Supports leaders with talent processes including recruiting coordination, onboarding, performance management, development planning, and internal movement.
Provides coaching to leaders on performance expectations, feedback, documentation, and corrective action practices.
Owns employee relations for the client group, including investigations, coaching, corrective action guidance, documentation, and consistent application of policy and practice, escalating to appropriate stakeholders as needed.
Uses workforce metrics and available reporting to identify trends and provide recommendations to leaders and HR stakeholders.
Identifies operational improvement opportunities and supports implementation of improvements within the client group.
Leads and documents standard work for HR processes within the client group and supports continuous improvement efforts.
Coordinates work across HR systems and tools to support accurate data, effective workflows, and consistent execution.
Ensures practices align with applicable labor laws, regulations, and organizational policies, escalating risk concerns as appropriate.
Leads assigned project workstreams and provides status updates to leaders and stakeholders.
General Responsibilities:
Performs other duties as assigned.
Minimum Qualifications:
Education: Bachelor's degree required.
Experience: At least 3 years of experience in Human Resources or a related field required.
License(s)/Certification(s)/Registration(s) Required:
SHRM-CP, SHRM-SCP, PHR, or SPHR certification at the time of hire or attainment within 12 months of hire.
Knowledge, Skills and Abilities:
Demonstrated ability to build trusted relationships with leaders and employees and provide practical HR guidance aligned to operational needs.
Working knowledge of the employee life cycle and core HR practices, including performance management, talent processes, policy interpretation, and employee relations fundamentals.
Ability to conduct fact-finding, document appropriately, and apply policy consistently while maintaining confidentiality and professionalism.
Strong problem-solving skills with the ability to assess issues, identify options, and recommend actionable solutions.
Data literacy and comfort using workforce reports and metrics to identify trends and inform recommendations.
Strong organizational awareness with the ability to navigate a matrixed environment and coordinate work across HR stakeholders and systems.
Solid project coordination skills, including planning workstreams, tracking actions, and communicating status to stakeholders.
Effective communication and facilitation skills, including leading meetings and presenting information clearly to leaders and groups.
Self-directed work style with strong time management and the ability to manage competing priorities with reliability and follow-through.