HR Business Partner

IDEMIA•Compton, CA

22d

About The Position

The HR Business Partner works closely with business leaders and line managers across one or multiple sites or countries to align people strategies with business priorities. The role helps shape the employee experience, drive organizational performance, and foster a culture of learning, inclusion, and engagement. It leads or oversees full HRBP activities and handles a large or complex scope, such as a country, sub-region, or part of a business unit. The HRBP adapts and rolls out global HR programs, provides guidance and leadership support to local HR teams, and proposes and implements HR and business initiatives.

Responsibilities

Partner with business leaders and line managers to understand business strategy and translate it into a people agenda.
Drive workforce planning, organizational design, and talent actions that enable business growth.
Participate in business planning and provide HR insights and recommendations.
Work with managers and BU Controllers to understand financial metrics and cost drivers.
Partner on workforce and training-cost planning, and align HR investments with financial targets and changing business needs.
Build partnerships with Finance, Legal, IT, and Global HR teams to deliver integrated business and people solutions.
Support managers in succession planning, career development, goal setting, and feedback practices.
Identify skill gaps and partner with HR and business stakeholders to drive upskilling and reskilling.
Embed performance management practices, address underperformance, and develop top talent.
Promote diversity, equity, inclusion, psychological safety, and wellbeing.
Champion the employee experience across onboarding, growth, development, rewards, recognition, and exit.
Partner with managers and location leaders on employee engagement actions informed by surveys, one-to-one meetings, and other listening channels.
Monitor employee sentiment and act proactively to improve retention and satisfaction.
Manage the people impact of organizational changes, including planning, communication, and capability building.
Guide and coach managers in handling employee relations matters fairly and consistently.
Ensure compliance with local labor laws, internal policies, and ethical practices.
Identify people risks and contribute to mitigation plans.
Drive adoption of core HR processes, including objective setting, performance reviews, compensation, engagement surveys, and talent reviews.
Collaborate with HR leadership, business-unit HR, centers of expertise, and HR Operations to deliver HR services and programs.
Continuously improve local HR processes to meet evolving business and employee needs.
Use people data and analytics to inform decisions and shape HR priorities.
Provide local insights and workforce trends to influence local, regional, and global HR and business strategies.
Leverage HR technology and systems to improve efficiency, data visibility, and decision-making.
Lead or oversee full HRBP activities for a large or complex scope.
Adapt and roll out global HR programs.
Provide guidelines, direction, and leadership support to local HR teams.
Propose and implement HR and business programs or initiatives.