HR Business Partner (HRBP)
About The Position
What This Role Is Accountable For Strategic Partnership Partner with leaders to understand business goals and translate them into people strategies Provide guidance on org design, headcount planning, and team effectiveness Influence leadership decisions using data, insight, and sound judgment Leadership & Manager Enablement Coach managers on performance management, employee relations, and leadership challenges Support leaders through complex people situations and change initiatives Raise leadership capability and accountability across teams Workforce & Talent Planning Anticipate talent risks and capability gaps Partner with TA and L&D on hiring, succession, and development plans Support workforce planning aligned to short- and long-term business needs Performance & Culture Drive effective performance management practices Reinforce company values, culture, and leadership behaviors Identify engagement issues early and partner on solutions Employee Relations & Risk Management Handle complex employee relations matters with fairness and consistency Ensure compliance with U.S. employment laws while balancing business needs Advise on investigations, corrective actions, and risk mitigation Change & Transformation Support leaders through organizational change, restructuring, and growth Assess change impact and guide leaders on communication and execution Act as a stabilizing force during periods of transformation What Success Looks Like Leaders proactively seek HRBP input on people decisions Teams are structured and staffed effectively Performance issues are addressed early and fairly Engagement and retention improve within supported groups People strategies clearly support business results
Requirements
- 7+ years in progressive HR roles with HRBP experience
- Proven partnership with senior leaders or executives
- Strong knowledge of U.S. employment laws and ER practices
- Experience supporting remote or multi-state workforces
- Strategic thinking with business acumen
- High credibility with leaders
- Sound judgment and discretion
- Strong coaching and influence skills
- Ability to manage ambiguity and change
Nice To Haves
- SHRM-SCP, SPHR, or equivalent
- Experience in scaling organizations or transformations
- Data-driven HR or people analytics exposure
Responsibilities
- Strategic Partnership Partner with leaders to understand business goals and translate them into people strategies
- Provide guidance on org design, headcount planning, and team effectiveness
- Influence leadership decisions using data, insight, and sound judgment
- Coach managers on performance management, employee relations, and leadership challenges
- Support leaders through complex people situations and change initiatives
- Raise leadership capability and accountability across teams
- Anticipate talent risks and capability gaps
- Partner with TA and L&D on hiring, succession, and development plans
- Support workforce planning aligned to short- and long-term business needs
- Drive effective performance management practices
- Reinforce company values, culture, and leadership behaviors
- Identify engagement issues early and partner on solutions
- Handle complex employee relations matters with fairness and consistency
- Ensure compliance with U.S. employment laws while balancing business needs
- Advise on investigations, corrective actions, and risk mitigation
- Support leaders through organizational change, restructuring, and growth
- Assess change impact and guide leaders on communication and execution
- Act as a stabilizing force during periods of transformation
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What This Job Offers
Job Type
Full-time
Career Level
Mid Level
Education Level
No Education Listed
