HR Business Partner II

W.C. Bradley Co.•Scottsdale, AZ

1d•Onsite

About The Position

The HR Business Partner plays an essential role in establishing and driving HR programs/talent initiatives forward, while always ensuring they align with the company's business objectives. The HR Business Partner must possess deep business acumen; they must understand the company and its challenges to help address the organization and talent needs. The HR Business Partner must be able to work at all levels of the HR “stack” — strategic, operational, and tactical, influence effectively across all levels of a company, and navigate through ambiguity, recognizing when it is appropriate to introduce more structure and process without derailing current production. The HR Business Partner sets and aligns the global talent strategy with the company's business priorities to drive results, defines and drives the delivery of talent processes and programs, and actively participates in the functional leadership teams as a partner to the business. This position is an onsite position, and can be based in Scottsdale, AZ or Columbus, GA.

Requirements

Degreed, master's degree preferred, SHRM-CP or SH RM-SCP is a plus.
8+ years of progressive HR experience
Strong knowledge of HR best practices
Demonstrate ability to lead HR projects end-to-end by creating structured communication plans, establishing timelines, conducting risk and compliance assessments, and ensuring disciplined follow-through to implementation and adoption.
Ability to work collaboratively and influence at all levels of the organization
Strong problem-solving and analytical skills
Demonstrated ability to operate effectively in ambiguous, fast-changing environments
Experience supporting organizations undergoing transformation or rapid growth
Knowledge, Skills and AbilitiesDemonstrated experience in the various HR functional areas, especially organization development, change management, and employee relations.
A deep knowledge of HR programs and practices, including applicable state and federal employment laws and regulations.
25% overnight travel may be required

Nice To Haves

Strategic thinking
Strong business acumen
Effective communication
Leadership and influence
Ability to navigate ambiguity
Data-driven decision making
Perseverance and resiliency
Adaptability and agility in a transforming environment
Collaborative approach
Relationship builder (internal and external)
Change agent
Continuous learning
Willingness to be both strategic and hands-on ("boots on the ground")

Responsibilities

Develop and maintain effective relationships with key stakeholders, including employees, managers, and external partners.
Identify and analyze HR metrics to measure the effectiveness of HR programs and make recommendations for improvements.
Lead and participate in HR projects, ensuring successful delivery within timelines and budget.
Demonstrate ability to lead HR projects end-to-end by creating structured communication plans, establishing timelines, conducting risk and compliance assessments, and ensuring disciplined follow-through to implementation and adoption.
Ensure compliance with all HR policies, procedures, and regulations.
Provide HR leadership during periods of organizational ambiguity and transformation, offering clarity, influence, and practical execution support
Educate, coach, and partner with managers on performance management and employee development goals.
Provide HR expertise in the areas of feedback, employee relations, development and coaching, compensation, and organizational development.
Participate in the continual development of HR programs, such as recruiting, retention, compensation, benefits, and Learning & Development.
Collaborate with the HR team to champion and accelerate a culture of excellence in which people feel engaged and inspired to deliver top business results.
Develop people strategies and design approaches for diagnosing and enhancing organizational effectiveness and employee satisfaction.
Educate team members on compensation practices, including compensation, performance feedback, performance calibration, and career transitions.