HR Business Partner

Solera•Westlake, OH

13d

About The Position

The HR Business Partner partners with business leaders and managers to execute people strategies and address day-to-day HR priorities within assigned business functions. Serving as a trusted resource to leaders and employees, the role provides practical guidance on performance management, employee relations, talent processes, organizational change, workforce planning, and employee engagement. The HR Business Partner works with leaders to understand business needs, identify people-related opportunities and risks, and translate HR programs and practices into effective action. Success requires sound judgment, attention to detail, strong organization and follow-through, and the ability to balance multiple priorities in a fast-paced, evolving environment. The position involves hands-on support for leaders and employees, navigating complex employee situations, and driving HR processes from planning through execution. The role also supports recurring HR programs, employee lifecycle decisions, HR systems and reporting, and process improvements. It collaborates with HR leadership, Centers of Excellence, Legal, Compensation, Talent Acquisition, and managers as appropriate. The company notes that this description is not comprehensive or exhaustive and may change to meet business needs. Solera is an equal opportunity employer and complies with applicable federal, state, and local fair employment practices laws.

Requirements

Approximately five years of progressive Human Resources experience, including experience in an HR Business Partner, HR Generalist, Employee Relations, or similar role.
Demonstrated experience supporting managers with performance management and employee relations, including coaching, documentation, and performance improvement processes.
Experience supporting organizational change, restructures, or other business transformation initiatives.
Working knowledge of employment practices and applicable employment laws, with the ability to recognize situations requiring escalation or additional expertise.
Experience supporting core talent processes such as performance reviews, talent reviews, employee development, engagement, and compensation cycles.
Strong interpersonal and communication skills, with the ability to build credibility with leaders and employees.
Strong judgment and the ability to navigate sensitive or confidential employee matters appropriately.
Strong organization, attention to detail, and follow-through, with the ability to manage multiple priorities simultaneously.
Ability to operate effectively in a fast-paced, changing environment.
Ability to work independently while collaborating closely with HR colleagues and Centers of Excellence.
Ability to analyze employee data and translate information into practical observations or recommendations.
Experience with HRIS platforms, reporting tools, and modern HR technology; Workday and ADP are listed as examples.

Responsibilities

Build effective working relationships with leaders and managers across multiple business functions.
Understand business priorities and provide practical HR guidance that supports business and employee needs.
Coach managers on performance, employee relations, team effectiveness, communication, and organizational change.
Help managers apply HR policies, processes, and programs consistently and effectively.
Identify emerging people trends or risks and partner with HR leadership and Centers of Excellence when expertise or escalation is needed.
Support managers throughout the performance management lifecycle, including goal setting, feedback, coaching, performance improvement plans, and other performance-related actions.
Coach managers to address performance concerns early, set clear expectations, document issues appropriately, and conduct effective employee conversations.
Manage and support employee relations matters with appropriate judgment, consistency, documentation, and follow-through.
Conduct or support workplace investigations and partner with HR leadership and Legal on complex employee matters as appropriate.
Help ensure leaders own employee performance while providing HR guidance and structure for sound decisions.
Identify recurring employee relations or performance themes and recommend proactive solutions.
Support annual and ongoing talent processes, including performance reviews, talent reviews, succession discussions, development planning, and employee engagement activities.
Partner with managers to identify employee development needs and translate them into practical development actions.
Support leaders in identifying high-potential talent, retention risks, performance concerns, and capability gaps.
Facilitate talent discussions by helping leaders prepare relevant information, assess talent consistently, and establish clear follow-up actions.
Partner with Talent Acquisition and hiring managers as needed to support workforce needs and align on role requirements and candidate profiles.
Support leaders through organizational and business changes, including restructures, leadership changes, team integration, and evolving ways of working.
Help managers develop communication and employee transition plans for organizational changes.
Coordinate HR activities associated with organizational changes to ensure actions are accurate, timely, and well organized.
Support workforce planning and organizational discussions with employee data, trend identification, and analysis of potential people impacts.
Partner with HR leadership on organizational design and restructuring, including role clarity, reporting structures, and implementation.
Partner with Compensation and HR leadership on annual compensation processes, promotions, job changes, job leveling, and other employee lifecycle decisions.
Help managers understand compensation and job-related guidelines and communicate decisions appropriately.
Coordinate and execute recurring HR programs and processes for assigned client groups.
Help ensure HR practices are applied consistently while identifying circumstances requiring additional review.
Use HR data and reporting to identify trends, support recommendations, and inform people decisions.
Maintain accurate employee information and documentation and complete HR transactions and processes in a timely manner.
Apply strong attention to detail to employee documentation, organizational changes, HR systems, reporting, and employee-related actions.
Track commitments, deadlines, and follow-up actions to complete HR initiatives and employee matters.
Identify opportunities to improve HR processes, tools, and ways of working.
Use HR technology and emerging tools, including AI-enabled capabilities where appropriate, to improve efficiency and decision support while maintaining sound judgment and confidentiality.