HR Business Partner

Aston Carter•Tredyffrin Township, PA

1d•$31 - $40•Hybrid

About The Position

The HR Business Partner will serve as a strategic partner and trusted advisor to leaders across a variety of local and global business groups in the United States. Working closely with a senior HR Business Partner and a network of HRBPs domestically and internationally, this role will help shape and execute people strategies that support the organization’s strategic goals. The HR Business Partner will have a strong voice at the leadership table, driving organizational and cultural change, workforce planning, and high-performance talent initiatives while translating global HR strategy into impactful local solutions.

Requirements

Approximately 5–7 years of experience in a related human resources position.
Experience in an HR Business Partner or similar strategic HR role, with strong drive, ambition, and willingness to challenge the status quo.
Bachelor’s degree in a field relevant to human resources is preferred.
Organizational development background or at least meaningful exposure to organizational development initiatives.
Thorough knowledge of U.S. employment law.
Experience working in a complex, matrixed organization, preferably within a global company.
Hands-on experience in succession planning and career pathing.
Demonstrated ability to manage HR projects effectively, from planning through implementation.
Strong human resources generalist skills, including HR administration and employee relations.
Ability to develop, present, and implement HR strategic plans aligned with business objectives.
Proven experience partnering with leaders at all levels, including Sr. management, and comfort with conflict and negotiation.
Strong communication skills, including the ability to lead facilitated sessions and deliver formal presentations.
Strong computer skills, including proficiency with Excel.
Ability to handle multiple tasks and projects simultaneously in a dynamic environment.
Core competencies such as strategic agility, comfort with ambiguity, advocacy for change, strong business acumen, trusted advisor mindset, executive presence, and strong influencing skills.

Nice To Haves

Experience working as part of a global HR network or in collaboration with international HR teams.
Demonstrated ability to design and execute change management strategies using a structured framework.
Experience facilitating training, workshops, and team interventions to improve collaboration and performance.
Familiarity with compensation analysis, job grading, and recognition program design.
Experience supporting or implementing learning and development initiatives tied to career growth and member development.
High level of comfort operating with autonomy, implementing change, and creating customized HR solutions for different client groups.
Strong relationship-building skills and the ability to act as a trusted advisor to leaders and team members.
Proactive mindset with a desire to innovate, share best practices, and continuously improve HR processes and programs.

Responsibilities

Partner with business group leadership teams as a core member, contributing to the realization of strategic goals through effective people strategies.
Design and implement people strategies that support organizational and cultural change, aligning HR initiatives with business objectives.
Lead discussions on high-performance talent, including how to identify, develop, and maximize talent to achieve optimal business results.
Drive workforce planning and capacity needs, balancing member engagement, performance, and competencies with strategic priorities.
Translate global HR strategy into tailored, strategic HR solutions for assigned local client groups.
Implement, communicate, and execute local HR policies, tools, and processes that align with global HR guidelines to ensure a clear and consistent HR experience.
Lead and support strategic planning and organizational development projects, including re-organizations and initiatives to improve departmental efficiency.
Act as the first point of contact for business leaders on organizational development initiatives, workforce development, and change initiatives.
Create and execute change management strategies using established change frameworks for all major organizational changes.
Proactively support the development and maintenance of robust succession plans for key roles within the business.
Collaborate with leaders to create development and learning plans for high-potential employees, supporting their growth and retention.
Coach leaders and their teams to have transparent, productive discussions and provide meaningful feedback that strengthens member–manager relationships.
Elevate leader capabilities and self-reliance in HR policies and practices through coaching and guidance.
Facilitate training sessions, workshops, and interventions with managers and team members to foster effective working relationships and team dynamics.
Partner with Employee Relations Specialists to address complex employee relations issues, including those involving compliance and legal considerations, ensuring timely, ethical, and legally sound resolutions.
Collaborate with department managers and rewards/analytics teams to develop job descriptions, conduct compensation analyses, and support job grading and recognition initiatives.
Provide guidance to leadership on compensation topics such as promotions, market adjustments, and annual merit and short-term incentive planning.
Support the rollout of learning and development initiatives that advance member development and career aspirations.
Manage and contribute to HR projects, ensuring effective planning, execution, and stakeholder communication.
Use HR data and analytics to inform decision-making, identify trends, and recommend improvements to HR and business practices.
Handle multiple tasks and projects simultaneously, prioritizing effectively in a fast-paced, matrixed environment.
Prepare and deliver formal presentations and facilitated sessions to leaders and teams on HR topics, strategies, and initiatives.
Develop, present, and implement HR strategic plans that align with both global HR direction and local business needs.
Build strong relationships with leaders at all levels, demonstrating comfort with conflict, negotiation, and interactions with Sr. management.