HR Business Partner (54923)

AMERICAN FURNITURE RENTALS INC•Pennsauken Township, NJ

31d•$90,000 - $115,000

About The Position

AFR Furniture Rental is a premier provider of furniture rentals for homes, offices, and events. With a national footprint and a commitment to excellence, we offer bespoke solutions that cater to our clients' varied needs. We are dedicated to innovation, quality, and superior service, ensuring an unparalleled experience for our clients. We are seeking a strategic and hands on Human Resources Business Partner to support our Sales and Corporate organizations. In this role, you will serve as a trusted advisor to business leaders, helping translate business priorities into practical, actionable people strategies that drive performance and growth. Reporting to the Vice President of Human Resources, this position is ideal for a strong mid-career HR professional with approximately 4–5 years of HR Business Partner experience who is ready to operate with increased autonomy, influence leaders, and drive execution across core HR disciplines. The HRBP will partner closely with leadership to strengthen organizational effectiveness, talent capability, and workforce planning. Responsibilities include managing employee relations matters, leading performance management and talent development initiatives, supporting change efforts, and collaborating with the broader HR team to ensure seamless execution across recruiting, onboarding, training, and compliance. This role requires strong business acumen, high emotional intelligence, intellectual curiosity, and consistently sound judgment. The successful candidate will demonstrate professional courage and the ability to influence outcomes through objective and principled guidance, while making balanced, thoughtful decisions in fast-moving and complex environments.

Requirements

Bachelor’s degree in human resources, Business Administration, or related field required.
4–7 years of progressive HR experience, including direct partnership with business leaders.
Demonstrated experience in employee relations, performance management, and full-cycle recruiting.
Strong business acumen and sound judgment.
High emotional intelligence with the ability to navigate complex interpersonal dynamics.
Excellent written and verbal communication skills.
Proficiency in Microsoft Office Suite (Excel, PowerPoint, Outlook).
Strong presentation skills, with the ability to develop and deliver professional materials using PowerPoint and related tools.
Willingness and ability to travel up to 25% to support national and regional meetings, field visits, and other business needs.
Primarily operates in a professional office environment with regular use of a computer and standard office equipment.
Ability to sit or stand for extended periods and move throughout office and field locations as required.
Ability to communicate effectively in person, virtually, and in writing.
Ability to manage multiple priorities in a fast-paced environment while maintaining attention to detail.

Nice To Haves

Experience supporting Sales, Operations, or Corporate functions preferred.
HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR) preferred.

Responsibilities

Strategic Partnership & Business Alignment Serve as the primary HR advisor to Sales and Corporate leadership, aligning people strategy with business objectives and growth priorities.
Partner with leaders on workforce planning, organizational design, succession planning, and talent strategy.
Translate business needs into actionable HR initiatives that drive performance, accountability, and scalability.
Provide data-driven insights to inform decisions related to talent, structure, engagement, and retention.
Talent Acquisition & Hiring Discipline Lead and execute full-cycle recruitment for Sales and Corporate roles, ensuring hiring strategies align with business growth objectives and workforce plans.
Partner with leaders to define role requirements, success profiles, and structured interview criteria that improve selection quality and reduce turnover risk.
Drive sourcing strategy, candidate screening, interview coordination, and offer development to ensure a consistent and high-quality hiring process.
Implement structured interviewing practices, evaluation scorecards, and manager training to strengthen hiring effectiveness and reduce bias.
Monitor hiring metrics including time-to-fill, quality of hire, and turnover trends, using data to continuously improve recruiting outcomes.
Establish hiring discipline and scalable processes that support the company’s projected growth trajectory.
Performance Management & Talent Development Lead performance management processes, including goal setting, reviews, calibration, and development planning.
Coach managers on performance improvement, feedback delivery, and leadership effectiveness.
Identify high-potential talent and partner on succession planning and development initiatives.
Support merit planning and incentive alignment in collaboration with leadership and HR leadership.
Employee Relations & Risk Management Manage employee relations matters with sound judgment and a balanced, business-focused approach.
Conduct investigations as needed and provide clear recommendations that mitigate risk while supporting a fair and respectful workplace.
Advise leaders on policy interpretation, compliance, and best practices in employee management.
Partner with HR Operations and external counsel as appropriate to ensure compliant and consistent execution.
Change Management & Organizational Effectiveness Support organizational change initiatives, including restructuring, role clarity, process improvement, and team alignment.
Facilitate leadership communication and engagement efforts during periods of growth or transformation.
Drive initiatives that improve employee engagement, accountability, and overall organizational health.
HR Operations & Cross-Functional Collaboration Partner with HR leadership and operations to ensure effective onboarding, policy implementation, and compliance oversight.
Support training and leadership development initiatives across assigned client groups.
Participate in and lead cross-functional HR projects that strengthen infrastructure, process, and capability.