HR Business Partner III

Prequel Solutions•Bryn Mawr, PA

13d

About The Position

Our client is seeking an experienced HR Business Partner to serve as a strategic advisor to business leaders, helping shape and execute people strategies that support organizational goals. This role partners closely with leadership to provide guidance on employee relations, labor relations, organizational development, workforce planning, performance management, and talent strategy. The ideal candidate is a proactive HR leader with strong business acumen who is comfortable influencing senior leadership, navigating complex employee matters, and partnering across HR functions to drive business success.

Requirements

7+ years of progressive Human Resources experience supporting mid-sized or large organizations.
Bachelor's degree in Human Resources, Business Administration, Labor Relations, or a related field.
Experience partnering directly with senior leaders on strategic HR initiatives.
Strong employee relations and labor relations experience, including supporting unionized environments.
Experience conducting workplace investigations and resolving complex employee issues.
Demonstrated success leading HR projects and influencing cross-functional stakeholders.
Proficiency with Microsoft Office, particularly Excel and PowerPoint.
Experience using Workday or another enterprise HRIS.
Strong analytical skills with the ability to interpret workforce data and develop business recommendations.
HR Business

Nice To Haves

Experience creating presentations and financial or workforce-related models is preferred.
SPHR or PHR certification.
Experience supporting organizations with unionized workforces.
Experience working through mergers, acquisitions, or organizational change initiatives.

Responsibilities

Partner with business leaders to develop and execute HR strategies that align with business objectives.
Serve as a trusted advisor on employee relations, labor relations, performance management, coaching, career development, and workforce planning.
Lead employee relations initiatives that promote engagement, accountability, and a positive workplace culture.
Develop and support labor relations strategies for unionized workforces, including newly acquired business units.
Conduct workplace investigations and provide recommendations on complex employee issues.
Coach managers on employee performance, conflict resolution, organizational effectiveness, and leadership development.
Partner with leadership to identify talent needs and develop succession plans.
Collaborate with HR Centers of Excellence—including Talent Acquisition, Compensation, Benefits, Payroll, and HRIS—to implement programs and solutions that support business goals.
Analyze workforce data and HR metrics to identify trends, provide insights, and recommend improvements to the employee experience.
Support organizational change initiatives and help drive continuous improvement across the business.