HR Business Partner

Berkeley Research Group•Washington DC, DC

34d•Hybrid

About The Position

As an HR Business Partner (HRBP), you will act as a strategic, trusted advisor and thought partner to business leaders across client groups within our distributed, high-growth workforce (~30 states). You will connect team strategy directly to business goals, using data to help managers lead better, build stronger teams, and get work done. This is a hands-on role that requires strong judgment, discretion, and the executive presence to earn credibility with first-time managers navigating real people challenges. This role reports to the VP of HR.

Requirements

8+ years of progressive HR experience, including 5+ years in a HR Business Partner or similar advisory capacity.
Bachelor’s and/or Master’s degree in HR, Business Administration, Organizational Development, or a related field (or equivalent practical experience); HR certification preferred.
Strong executive presence to engage with all levels of leadership.
Demonstrated experience coaching and developing leaders, specifically first-time or newly promoted managers, including designing or facilitating leadership training programs.
Experience designing, building, or scaling HR programs, policies, and processes in a high-growth environment.
Demonstrated capability using HR analytics and financial/operational metrics to diagnose problems and propose talent solutions.
Strong track record leading employee relations investigations independently, with sound judgment on when to escalate.
Experience driving change management initiatives in a high-growth environment.
Experience operating in a fast-paced, high-growth health tech, life sciences, or similarly regulated tech environment required.
Working knowledge of federal, state, and local employment laws, and the ability to navigate state law across a multi-state workforce.
Comfort operating with limited guidance in a fast-changing, entrepreneurial environment.
Candidate must be able to submit verification of their legal right to work in the United States, without company sponsorship.

Nice To Haves

HRIS Implementation experience, or hands-on Paylocity or Workday experience, is a strong plus.
Exposure to job architecture, career frameworks, or leveling structures is a plus, but not required.

Responsibilities

Serve as trusted advisor and coach to leaders at all levels, with a dedicated focus on building core leadership skills for first time and newly promoted managers.
Design and facilitate manager development initiatives, leadership training, and tools that strengthen people leadership across the organization.
Partner with managers on performance management, including feedback, difficult conversations, performance improvement plans, and day-to-day HR decisions.
Own the ongoing rhythm of the business for assigned client groups, leading performance management cycles, engagement and retention strategies.
Drive continuous workforce planning, headcount management, and organization design conversations to ensure teams are structured for growth, efficiency, and long-term capability.
Design, implement, and continuously improve people programs, policies, and processes that scale with the organization's growth.
Lead annual talent review processes, performance calibrations, succession planning, and identification of high-potential employees across client groups.
Proactively navigate HR matters across distributed, multi-state workforce.
Lead employee relations matters and workplace investigations independently, maintaining sound judgment from intake through resolution.
Serve as a point of escalation for workplace conflicts.
Partner with legal counsel and HR leadership on high-risk, complex compliance matters across a multi-state remote/distributed environment.
Analyze key HR metrics (turnover, attrition drivers, engagement trends, performance distribution) to identify root causes and recommend actions to leadership.
Partner with HR leadership to drive performance and merit reviews, equity compensation reviews, and promotions.
Partner closely with recruiting to align headcount priorities and define talent profiles.
Embed inclusive hiring, development, and retention practices across all client group talent initiatives.