HR Business Partner

Raphael and Associates•Rutherford, NJ

32d

About The Position

The Human Resources Business Partner (HRBP) serves as a strategic partner to leaders and employees, providing guidance and support across the full employee lifecycle. This role is responsible for strengthening employee engagement, supporting organizational effectiveness, and ensuring consistent and effective HR practices. The ideal candidate will have strong experience in employee onboarding, offboarding, exit interview strategies, employee relations, performance management, and HR process improvement. This individual will work closely with leadership and managers to identify workforce needs, resolve employee issues, improve the employee experience, and support the organization’s overall people strategy.

Requirements

5+ years of progressive HR experience, preferably in an HR Business Partner or similar role.
Demonstrated experience partnering with managers and leaders to address organizational and employee needs.
Strong experience managing employee onboarding and offboarding processes.
Proven experience developing or managing exit interview programs and analyzing employee feedback.
Strong employee relations and conflict-resolution experience.
Experience with performance management, employee engagement, and retention initiatives.
Strong knowledge of HR policies, practices, and employment regulations.
Excellent communication, interpersonal, organizational, and problem-solving skills.
Ability to handle sensitive and confidential information with discretion.
Strong analytical skills with the ability to translate HR data and employee feedback into actionable recommendations.
Proficiency with Microsoft Office and HRIS systems.

Nice To Haves

Bachelor’s degree in Human Resources, Business Administration, or a related field preferred.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
Experience developing and implementing employee lifecycle programs.
Experience using HR metrics, engagement surveys, turnover data, and exit interview results to identify organizational trends and opportunities.
Experience working in a fast-paced, growing, or multi-location organization.
Experience partnering with senior leadership on workforce strategy and organizational development.

Responsibilities

Partner with leaders and managers to understand business objectives and develop HR strategies that support organizational goals.
Provide guidance and coaching on employee relations, performance management, workplace concerns, and HR policies.
Serve as a trusted resource to employees and leadership, fostering a positive, professional, and inclusive workplace.
Analyze workforce trends and recommend solutions to improve engagement, retention, productivity, and organizational effectiveness.
Support organizational changes, restructurings, and other workforce initiatives.
Own and continuously improve the employee onboarding experience from offer acceptance through successful integration into the organization.
Partner with hiring managers and internal departments to ensure new hires have the resources, information, systems access, and support needed for a successful start.
Develop and maintain onboarding processes, checklists, communications, and orientation materials.
Evaluate onboarding effectiveness through employee and manager feedback and implement improvements as needed.
Partner with leaders to establish effective 30/60/90-day onboarding plans and milestones.
Develop and manage a consistent and professional employee offboarding process.
Conduct or oversee exit interviews to obtain meaningful feedback regarding the employee experience.
Develop exit interview strategies to identify trends related to turnover, leadership, compensation, culture, career development, workload, and other retention factors.
Analyze exit interview results and turnover data to identify opportunities for organizational improvement.
Provide leadership with regular reporting and actionable recommendations based on employee feedback and identified trends.
Maintain confidentiality while appropriately escalating significant concerns or recurring organizational issues.
Partner with leadership to develop retention strategies based on employee feedback and turnover trends.
Manage and investigate employee relations matters while ensuring fairness, consistency, and compliance with company policies and applicable employment laws.
Coach managers through performance concerns, disciplinary matters, conflict resolution, and other challenging employee situations.
Assist with workplace investigations, documentation, and resolution of employee concerns.
Promote consistent application of HR policies and practices across the organization.
Support performance management processes, including goal setting, performance reviews, coaching, and performance improvement plans.
Partner with managers to identify employee development, career progression, and succession planning opportunities.
Support programs that strengthen employee development, engagement, and retention.
Help leaders build high-performing teams through effective feedback, development, and accountability.
Evaluate and improve HR processes to increase efficiency, consistency, and the overall employee experience.
Develop and implement HR programs that support organizational effectiveness, employee engagement, and retention.
Maintain accurate employee records and HR documentation.
Utilize HR metrics and reporting to support data-driven decision-making and identify areas for improvement.
Partner with HR leadership on special projects and organizational initiatives.
Maintain current knowledge of federal, state, and local employment laws and regulations.
Ensure HR practices and processes are consistently applied, documented, and compliant with applicable requirements.
Partner with HR leadership and internal resources on compliance-related matters.