HR Business Partner (HRBP)
About The Position
Brothers International is seeking a high-impact HR Business Partner to serve as a strategic partner to business units in a lean, fast-moving HR department supporting organizational evolution and growth. Reporting to the HR Director, this role leads and develops the HR Manager, sets priorities for HR program design and execution, and balances strategic leadership with hands-on partnering, talent, and employee relations work. The HR Business Partner advises and coaches leaders, designs and implements company-wide HR programs, supports organizational change, and develops management and employee capabilities. The role also oversees recruitment, performance management, workforce planning, compensation processes, and employee relations investigations. The position is based in Rochester, New York.
Requirements
- Bachelor’s degree in Human Resources, Business, Psychology, or a related field.
- At least 7 years of progressive HR experience, including a proven track record as an HR Business Partner or HR Manager in a growing, fast-paced, or mid-sized environment.
- At least 2 years of direct management of HR professionals.
- Experience building, scaling, or improving an HR function.
- Ability to coach and influence leaders, build trust quickly, and constructively challenge mindsets with emotional intelligence and diplomacy.
- Practical knowledge of federal, state, and local employment law.
- Experience conducting thorough, discreet, and legally compliant employee relations investigations.
- Modern talent acquisition expertise, including proactive sourcing, structured interviewing, and candidate experience management.
- Experience with performance calibration, merit cycles, and using talent metrics to build a business case for HR initiatives.
- Working knowledge of change management and organizational design, with an ability to translate frameworks into practical value for managers.
- Comfort with modern HR systems and AI tools and adaptability in balancing strategic and hands-on work.
Nice To Haves
- Master’s degree in Human Resources, Business, Psychology, or a related field.
- SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
Responsibilities
- Act as a sounding board for leadership by developing a strong understanding of the business, operations, and talent challenges.
- Provide day-to-day coaching and support to leaders and constructively challenge existing mindsets to advance modern, scalable business practices.
- Design company-wide HR programs in partnership with the HR Manager and own their adoption and execution.
- Partner with leaders to prepare for, implement, assess, and drive change for future growth and organizational evolution.
- Lead, coach, and develop the HR Manager by setting goals, delegating program and workstream ownership, and providing ongoing feedback and performance assessments.
- Partner with the HR Director on department priorities, resourcing, and building HR capability as the company scales.
- Identify management and employee skill gaps and deliver practical training on leadership, management, feedback, and conflict management.
- Implement and facilitate performance management frameworks, including structured, objective, and documented talent calibrations.
- Guide managers through annual merit and bonus processes, ensuring recommendations are objective, data-backed, and aligned with company-wide budget frameworks.
- Support organizational design transitions by helping define roles, responsibilities, and decision-making rights.
- Help leaders identify critical role dependencies, map talent pipelines, and develop future hiring plans.
- Oversee full-cycle recruitment, including intake meetings, sourcing, interviewing, and extending offers, while ensuring a high-quality candidate experience.
- Assist the HR Manager in defining job requirements and localized sourcing strategies aligned with the evolving culture.
- Build localized pipelines for critical and hard-to-fill roles and ensure stakeholder alignment in hiring.
- Support managers in resolving complex employee relations issues through coaching and constructive problem solving.
- Conduct thorough, objective, and compliant employee relations investigations.
- Coach managers on sustainable documentation and resolution of employee relations matters.
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What This Job Offers
Job Type
Full-time
Career Level
Senior
