HR Business Partner

ZEISS Group

1d•Hybrid

About The Position

The Human Resources Business Partner will assist the planning and implementation of HR initiatives for their client groups and provide coaching to leadership and employees. Key areas of support include strategic partnering with business leaders, employee relations, leading people through change, talent acquisition and retention, OD/OE, designing creative HR solutions, partnering cross-functionally for operational excellence, facilitating learning and development and improving/creating policies, processes and programs. This team member will also work closely with the Head of HR and rest of the team to develop the strategy and lead the design and delivery of improved systems and processes that maximize effectiveness and efficiency. Leading and/or co-leading the design, implementation and sustainment of effective HR programs and or processes will be an on-going responsibility of this role.

Requirements

Bachelors or HR, Management or related field – Equivalent Professional Experience Acceptable
7+ years of human resources experience
Experience in 3 or more specific areas (generalist, talent acquisition, compensation, benefits, etc.)
Knowledge and ability to implement Human Resources best practices to grow the business and talent
Excellent leadership, interpersonal skills and business acumen
Strong planning, influencing/coaching, collaboration and communication skills
Results driven on maximizing organizational effectiveness is key
Proven ability to build relationships and partner across functional lines
Knowledge of workforce planning and forecasting methods and an understanding of the local and national labor market
Ability to remain externally focused to stay apprised of current trends in recruiting and retention
Knowledge of Federal, State and local employment-related regulations
Professional demeanor with a high degree of flexibility, strong process orientation, analytical and problem-solving ability, good judgment and strong operational focus
Demonstrated ability to interface and maintain effective relationships with all levels of employees in a team-oriented environment
Outstanding verbal, written and presentation skills
Advanced proficiency with MS Office products particularly in Excel and PowerPoint

Nice To Haves

Masters preferred
PHR, SPHR, SHRM-CP, SHRM-SCP preferred

Responsibilities

Act as a strategic, trusted advisor to business leaders, providing insight and guidance on all people matters (employee relations, talent, performance, compensation), integrating people analytics with sound judgment to enable better business decisions.
Optimize organizational effectiveness by applying modern HR practices and AI-supported organizational design and strategic workforce planning, ensuring structures, roles, and capabilities support current and future business needs.
Partner with client groups to design, implement, and continuously improve HR programs and people practices, using data, AI insights, and employee feedback to enhance impact, efficiency, and employee experience.
Administer and enforce HR policies and procedures for all personnel, ensuring compliance with labor laws, data privacy, and emerging AI regulations; recommend updates to policies to reflect the future of work and responsible AI use in HR processes.
Develop, implement, and deliver training for employees and managers on HR policies, procedures, and programs, while enabling adoption of HR technologies and AI tools (e.g., HRIS, self-service, chatbots, analytics dashboards).
Support the HR and workforce planning process (talent needs assessment, organization structures, consolidations), leveraging forecasting and scenario modeling to anticipate future skill, capacity, and location requirements.
Drive talent management initiatives, including talent assessment, succession planning, and leadership development, combining AI-based talent, skills, and potential insights with qualitative evaluation to build diverse, future-ready leadership and talent pipelines.
Coordinate with ZBS on Talent Acquisition activities, including staffing strategies, sourcing plans, and implementation programs to identify and attract qualified talent, to manage headcount, labor cost, and time-to-hire.
Ensure effective delivery of the onboarding and assimilation process for new hires and employees who are transferred or promoted, leveraging digital and onboarding solutions to accelerate integration and productivity.
Advise managers and supervisors on employee relations issues, using trend data and case analytics to identify and mitigate risks; recommend appropriate corrective actions, up to and including termination or suspension, ensuring fairness, compliance, and alignment with company values.
Review and approve, adjust, or challenge employee counseling and disciplinary documents; provide coaching and training to managers on delivering feedback, coaching, and counseling, supported by performance and engagement insights where appropriate.
Monitor the performance evaluation process, analyze patterns through performance and potential data, and recommend development opportunities, stretch assignments, and learning solutions to strengthen individual and team performance.
Assist managers in identifying training needs and appropriate learning resources, including AI-driven, personalized learning platforms; design and facilitate meetings, workshops, and interventions that build critical capabilities (e.g., digital, AI literacy, leadership).
Coordinate employee transfers and internal moves by ensuring accurate documentation, system updates, and clear communication with all relevant stakeholders, using internal mobility and skills data to support optimal talent deployment.
Conduct Exit Interviews and use engagement, sentiment, and attrition analytics to identify patterns and root causes; propose concrete actions to reduce turnover, increase engagement, and enhance the employee experience.
Maintain up-to-date knowledge of regulations, industry trends, best practices, current HR technologies, and advances in AI for HR, ensuring recommendations reflect modern, compliant, and innovative practices.
Build and sustain credibility with leaders and employees by being an effective listener, problem solver, and data-informed advisor, fostering trust and constructive collaboration across the organization.
Identify, introduce, and champion HR and AI-enabled best practices that improve organizational effectiveness, employee experience, and HR service quality; drive a culture of experimentation and continuous improvement.
Follow all safety standards, promptly report any safety concerns to leadership, and support initiatives that promote employee wellbeing and healthy, sustainable work practices in an increasingly digital and AI-powered environment.