HR Business Partner (HRBP)

Brothers International • Rochester, NY

5d

About The Position

Brothers International is seeking a high-impact HR Business Partner to join its team in Rochester, NY. Reporting to the HR Director, this role serves as a strategic partner to business units and leads and develops the HR Manager. The HR Business Partner sets priorities for HR program design and execution, coaches the direct report, and remains hands-on in business partnering, talent, and employee relations work. The role combines strategic leadership with hands-on execution in a lean, fast-moving HR department supporting organizational evolution and growth.

The position advises and challenges business leaders, leads company-wide HR program design and adoption, and partners with leaders to prepare for and implement change. It develops management and employee capabilities, supports structured performance management and compensation processes, and helps plan organizational design, talent pipelines, and future hiring. It also oversees full-cycle recruitment and supports managers with complex employee relations matters and legally compliant investigations.

Requirements

• Bachelor’s degree in Human Resources, Business, Psychology, or a related field.
• At least 7 years of progressive HR experience, including experience as an HR Business Partner or HR Manager in a growing, fast-paced, or mid-sized environment.
• At least 2 years of direct management of HR professionals.
• Experience building, scaling, or improving an HR function.
• Ability to coach and influence leaders, build trust quickly, and constructively challenge existing mindsets with emotional intelligence and diplomacy.
• Practical knowledge of federal, state, and local employment law.
• Experience conducting thorough, discreet, and legally compliant employee relations investigations.
• Modern talent acquisition expertise, including proactive sourcing, structured interviewing, and candidate experience management.
• Experience with performance calibration, merit cycles, and using talent metrics to build a business case for HR initiatives.
• Working knowledge of change management and organizational design, with the ability to apply frameworks practically for managers.
• Comfort with modern HR systems and AI tools, and adaptability to balance strategic and hands-on work.

Nice To Haves

• Master’s degree.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification.

Responsibilities

• Act as a sounding board and strategic partner to leadership, building understanding of the business, operations, and talent challenges.
• Provide day-to-day coaching and support to leaders and constructively challenge existing mindsets to promote modern, scalable business practices.
• Lead the design of company-wide HR programs in partnership with the HR Manager, and own their adoption and execution.
• Partner with leaders to prepare for, implement, assess, and drive change in support of future growth and organizational evolution.
• Lead, coach, and develop the HR Manager by setting goals, delegating program and workstream ownership, and providing ongoing feedback and performance assessments.
• Partner with the HR Director on department priorities, resourcing, and building HR capability as the company scales.
• Identify management and employee skill gaps and deliver practical training on leadership, management, feedback, and conflict management.
• Implement and facilitate performance management frameworks, including structured, objective, documented talent calibrations.
• Guide managers through annual merit and bonus processes, ensuring recommendations are objective, data-backed, and aligned with company budget frameworks.
• Partner with leaders on organizational design transitions, clarifying roles, responsibilities, and decision-making rights.
• Help leaders identify critical role dependencies, map talent pipelines, and structure future hiring plans.
• Oversee full-cycle recruitment, including intake meetings, sourcing, interviewing, and extending offers, while ensuring a high-quality candidate experience.
• Assist the HR Manager with job requirements and localized sourcing strategies; build localized pipelines for critical and hard-to-fill roles and align hiring stakeholders.
• Support managers in resolving complex employee relations issues through coaching and constructive problem solving.
• Conduct thorough, objective, discreet, and legally compliant employee relations investigations.
• Coach managers on sustainable documentation and resolution of employee relations matters.

Benefits

• Collaborative work environment where ideas and contributions are recognized and celebrated.
• Opportunity to contribute to a company with a global presence and impact through its food products.
• Opportunity to work at a company that values creativity and innovation in the food industry.

What This Job Offers

• Job Type: Full-time
• Career Level: Manager