HR Business Partner (41703)

GOODWILL INDUSTRIES OF CENTRAL FLORIDA INC•Orlando, FL

About The Position

The HR Business Partner (HRBP) provides strategic, consultative support to assigned business units/sites, aligning people practices to operational goals. This role partners with assigned business units/sites to improve employee engagement, strengthen leadership capability, mitigate risk, and drive workforce readiness. The HRBP serves as a trusted advisor who leverages data, insights, and collaboration with HR centers of expertise (Talent Acquisition, Learning & Development, Total Rewards, and Compliance) to design and implement integrated solutions that enhance retention, development, and overall business performance.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field required. Additional years of experience may be substituted for formal education.
6+ years of progressive HR experience, with at least 3 years in a consultative HRBP or strategic HR role.
Experience in employee relations, talent management, organizational effectiveness, and leadership coaching.
Strong knowledge of federal and Florida employment laws and HR best practices.
Ability to build trust, influence leaders, and coach for performance.
Skilled at using data to diagnose issues and drive evidence-based solutions.
Understands financial drivers, operational priorities, and workforce implications.
Ability to guide leaders and employees through organizational change.
Promotes inclusion, respect, and alignment with GICF’s mission and values.
Strong interpersonal, written, and presentation skills with ability to interact at all levels.
Valid Florida Driver’s License with satisfactory driving record.

Nice To Haves

SHRM-CP/PHR preferred, SHRM-SCP/SPHR Strongly preferred

Responsibilities

Serve as the primary HR advisor to assigned business units/sites.
Partner with leaders to identify workforce needs, assess organizational effectiveness, and align HR strategies with business priorities.
Provide coaching to leaders to strengthen management capability and build high performing, engaged teams.
Lead investigations and resolve complex employee relations issues with a root-cause mindset.
Ensure consistent, fair, and legally compliant practices.
Anticipate risks and partner with Leadership to proactively address potential concerns.
Provide guidance on policy interpretation and conflict resolution.
Collaborate with Learning & Development to assess capability gaps and implement development solutions.
Partner with Talent Acquisition on workforce planning, succession planning, and leadership readiness.
Support leaders in conducting effective performance management conversations and building strong talent pipelines.
Partner with business leaders and L&D to analyze engagement data, identify themes, and implement targeted action plans.
Coach leaders on practices that foster trust, recognition, inclusion, and accountability.
Support organization-wide initiatives that promote Goodwill’s mission, values, and culture.
Use data and workforce metrics (turnover, engagement, productivity) to influence decisions and measure the impact of HR interventions.
Recommend process improvements, new tools, and innovative practices to elevate the employee experience and improve business outcomes.