HR Business Partner

Rockland Trust Company•Lowell, MA

25d

About The Position

The HR Business Partner (HRBP) works closely with business leaders to support organizational success by providing HR expertise. This role involves implementing talent management strategies, assisting with employee relations, and supporting leaders with operational HR tasks. The HRBP helps resolve HR-related issues, ensures compliance with policies and laws, and plays an active role in driving HR initiatives across the organization.

Requirements

Bachelor’s degree in Business Administration, Human Resources, or a related field.
5+ years of HR experience, including at least 2 years in a generalist or HR business partner role.
Experience in talent management, employee relations, and performance management.
Strong understanding of HR best practices, employment laws, and business operations.
Excellent communication, interpersonal, and conflict resolution skills.
Ability to build relationships and work with stakeholders at all levels.
Strong analytical skills and experience with HR metrics.
Ability to manage multiple tasks in a fast-paced environment.
Ability to manage competing priorities across multiple business units while meeting deadlines in a regulated environment.
Strong organizational and prioritization skills with the ability to shift focus quickly based on business needs.
Demonstrated ability to work independently, exercise discretion, and escalate issues appropriately.
Proficiency in HRIS systems and Microsoft Office.

Nice To Haves

PHR or SHRM-CP certification is a plus.

Responsibilities

Assist in executing HR programs and support business leaders with day-to-day HR tasks.
Collaborate with leadership to implement HR strategies that align with business goals and company values.
Provide HR solutions and guidance tailored to business operations and needs.
Assist in talent management by identifying talent needs, helping to attract, develop, and retain top talent.
Support the Talent Acquisition team in recruiting and retaining high-quality talent.
Contribute to succession planning and support managers in performance management and leadership development.
Help develop plans to enhance team engagement, retention, and performance.
Serve as primary resource for employee relations, assisting with resolving conflicts and performance issues, and ensuring consistent policy application.
Advise leaders on complex employee relations matters, including corrective action, performance improvement plans, and terminations.
Conduct investigations into employee relations concerns, provide recommendations, and ensure compliance with company policies and legal requirements.
Ability to maintain strict confidentiality and exercise sound judgment when handling sensitive employee and business matters.
Assist with the exit process to ensure adherence to legal and company standards.
Support the management of company policies and procedures, ensuring compliance with labor laws.
Partner with leadership to assess workforce needs and contribute to workforce planning.
Support leaders through organizational change initiatives, including restructures, role changes, and process improvements.
Act as a change agent by helping leaders communicate change effectively and manage employee impact.
Collaborate with Learning and Development to assist with employee engagement, leadership development, and change management initiatives.
Work with the Payroll, Compensation, and Benefits teams to support competitive compensation and benefits practices.
Help ensure the consistent implementation of HR policies and suggest improvements to HR processes, such as performance evaluations and employee engagement.
Support internal audits related to HR policies, practices, and controls
Use HR data and analytics to guide decision-making and assess program effectiveness.
Contribute to special HR projects that improve efficiency, engagement, and organizational development.