HR Business Partner
About The Position
The HR Business Partner will partner with leaders to develop workforce plans, talent strategies, and organizational capabilities that support business objectives. This role will support succession planning, change management, and talent development initiatives while leveraging workforce analytics to drive organizational effectiveness. The HR Business Partner will manage full-cycle recruitment for assigned positions, including job posting, sourcing, screening, interview coordination, and offer management. They will partner with hiring managers to define role requirements, build effective job descriptions, and develop sourcing strategies that attract qualified, diverse candidates. This role will serve as the primary point of contact for candidates throughout the hiring process, ensuring a positive and professional candidate experience. They will track and report on recruitment metrics (time-to-fill, cost-per-hire, source effectiveness) to inform continuous improvement of the hiring process. The HR Business Partner will lead workforce planning for the organization, partnering with the VP of HR and department leaders to forecast staffing needs, anticipate turnover, and build hiring plans aligned to business goals and headcount budgets. They will coordinate pre-employment steps such as background checks, reference checks, and onboarding handoffs. Additionally, the HR Business Partner will serve as the primary administrator of the recruitment/applicant tracking module within the company's HR system, maintaining job requisitions, workflows, and candidate records. This includes configuring and updating system settings, approval workflows, and templates (offer letters, rejection notices, interview scorecards) as hiring needs evolve. They will monitor data accuracy and integrity within the recruitment module, troubleshooting issues and coordinating with IT or the HRIS vendor as needed, and generate reports and dashboards from the HRIS to support hiring decisions and leadership updates. The role also involves owning the Predictive Index (PI) process for the organization, serving as the primary administrator of the PI platform for all open roles. This includes sending PI Behavioral and Cognitive Assessments to candidates, managing timely completion, reviewing, interpreting, and preparing summaries of assessment results for hiring managers, and meeting with hiring managers to explain PI results and how they relate to candidate fit, job target profiles, and team dynamics. The HR Business Partner will also maintain PI account administration. Finally, this role will partner with the VP of HR, HR Manager, and department leaders to craft clear, consistent messaging during organizational changes or initiatives, support employee engagement efforts, and undertake ad hoc HR projects as needed.
Requirements
- Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent professional experience.
- Minimum of 4 years of progressive HR experience.
- Excellent written and verbal communication skills.
- Ability to administer and interpret pre-employment assessments (e.g., Predictive Index) and translate results into practical, actionable guidance for hiring managers.
- Strong organizational skills and attention to detail.
- Ability to manage multiple open requisitions and priorities simultaneously.
- Collaborative approach, with the ability to build effective working relationships throughout the organization.
- Sound judgement and discretion when handling confidential employee information.
Responsibilities
- Partner with leaders to develop workforce plans, talent strategies, and organizational capabilities.
- Support succession planning, change management, and talent development initiatives.
- Leverage workforce analytics to drive organizational effectiveness.
- Manage full-cycle recruitment for assigned positions.
- Partner with hiring managers to define role requirements, build effective job descriptions, and develop sourcing strategies.
- Serve as the primary point of contact for candidates throughout the hiring process.
- Track and report on recruitment metrics.
- Lead workforce planning for the organization.
- Coordinate pre-employment steps such as background checks, reference checks, and onboarding handoffs.
- Serve as the primary administrator of the recruitment/applicant tracking module within the company's HR system.
- Configure and update system settings, approval workflows, and templates.
- Monitor data accuracy and integrity within the recruitment module.
- Generate reports and dashboards from the HRIS.
- Own the Predictive Index (PI) process for the organization.
- Send PI Behavioral and Cognitive Assessments to candidates.
- Review, interpret, and prepare clear summaries of PI assessment results.
- Meet with hiring managers to explain PI results.
- Maintain PI account administration.
- Partner with the VP of HR, HR Manager and department leaders to craft clear, consistent messaging during organizational changes or initiatives.
- Support employee engagement efforts through newsletters, surveys, and other communication channels.
- Complete ad hoc HR projects as needed.
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What This Job Offers
Job Type
Full-time
Career Level
Mid Level
Education Level
Associate degree
