The HR Business Partner (HRBP) position is responsible for partnering with leadership and for aligning the people and human resources with the objectives of the designated business units. The position partners with management, employees, and the HR function to deliver value-added service, and runs the daily HR functions of the designated business units. The HRBP maintains an effective understanding about the business unit's people, culture, operations, finances, plans, and competition.
Duties/Responsibilities:
- Consults with managers, providing HR guidance when appropriate.
- Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
- Partners with managers and provides support for difficult and sensitive employee situations.
- In collaboration with the Recruiter facilitates the hiring of qualified job applicants for open positions; collaborates with the recruiter and departmental managers to understand skills and competencies required for openings.
- Facilitates the onboarding of new hires. Handles promotions and transfers.
- Performs routine tasks required to administer and execute the HR function including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.
- Serves as the Equal Employment Opportunity (EEO) Officer for designated business units. Handles all employee complaints, conducts effective investigations, and provides accurate documentation to meet all regulatory requirements.
- Handles employment-related inquiries from applicants, employees, and supervisors.
- Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
- Identifies training needs for business units, teams, and individuals. Participates in evaluation and monitoring of training programs.
- Provides guidance and input on business unit restructuring, workforce planning and succession planning.
- Provides HR policy guidance and interpretation to employees and managers.Makes policy change recommendations.
- Analyzes trends and metrics in partnership with the HR function to develop solutions, programs, and policies.
- Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
- Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
- Performs other related duties as assigned.
Required Skills/Abilities:
- Ability to act with integrity, professionalism, and confidentiality.
- Excellent verbal and written communication skills.
- Excellent interpersonal and customer service skills.
- Excellent organizational skills and attention to detail.
- Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
- Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
- Excellent time management skills with a proven ability to meet deadlines.
- Strong analytical and problem-solving skills.
- Proficient with Microsoft Office Suite or related software.
- Must be able to travel to various work locations on a regular basis.
Education and Experience:
- Working knowledge of multiple human resource disciplines, including compensation practices, organizational development, employee relations, performance management, and federal and state respective employment laws.
- 5 years of human resource management experience preferred.
- Bachelor’s degree preferred.
- SHRM Certified Professional (SHRM-CP) or Professional in Human Resources (PHR) credential preferred.
