HR Business Partner_Human Resources

PPGNHAIK

10d•$66,439 - $145,163

About The Position

The Human Resources Business Partner (HRBP) serves as a strategic and operational partner across assigned regions, providing expert guidance in employee relations, labor relations, HR compliance, and workplace strategy. This role is responsible for managing complex employee issues, conducting workplace investigations, supporting a union environment, and driving initiatives related to retention, performance and organizational effectiveness across a multi-state workforce. The HRBP works closely with employees, leaders and HR partners to ensure consistent, equitable, and compliant practices while proactively using data and insights to improve employee experience and reduce organizational risk.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent of education and experience.
Minimum of 3 years of progressive HR experience.
Working knowledge of federal, state and local employment laws, including multi-state compliance.
Experience supporting both remote and onsite workforces across multiple locations.

Nice To Haves

HR certification (e.g., SHRM-CP, PHR, SHRM-SCP, SPHR).
Experience supporting or working in a unionized healthcare environment.
Experience conducting workplace investigations, including complex and sensitive matters.
Experience supporting compensation decisions.

Responsibilities

Serve as the primary HR advisor for assigned region, providing guidance on employee relations, performance concerns, and corrective actions.
Coach managers on addressing employee issues proactively to reduce risk and improve outcomes.
Support and guide corrective action processes, ensuring consistency, fairness, and documentation integrity.
Respond to and resolve employee concerns with a focus on timely, compliance and thoughtful resolution.
Conduct thorough, impartial workplace investigations.
Gather and analyze information, interview involved parties, and document findings.
Provide recommendations and partner with leadership on appropriate outcomes.
Ensure investigations meet legal and organizational standards.
Support employees and leaders in a union environment by applying the collective bargaining agreement (CBA).
Assist with grievance processes, corrective actions, and investigations involving union employees.
Partner in labor-management processes and meetings, as needed.
Analyze turnover trends and identify root causes across regions, departments and employee groups.
Partner with leaders to develop and implement retention strategies.
Utilize HR data and metrics to identify risks and implement proactive solutions.
Support initiatives that enhance employee engagement, satisfaction, and workforce stability
Support the implementation of continuous improvement of the performance management process.
Coach managers on goal setting, feedback, and performance conversations.
Partner on performance improvement plans and ensure consistency across the organization.
Identify trends in performance outcomes and recommend enhancements.
Support the development and extension of salary offers in partnership with Talent Acquisition and leaders.
Ensure offers are competitive, equitable, and aligned with internal pay structure.
Provide guidance on compensation decisions, including pay equity and compression considerations.
Ensure compliance with federal, state, and local employment laws across employee worked and lived in states.
Monitor regulatory changes and advise leadership on impact.
Support the development, review and update of HR policies.
Ensure the accurate and consistent interpretation and application of HR policies across the organization
Partner with organizational stakeholders to support a positive, consistent, and high[1]quality employee experience.
Work cross-functionally with HR team members to ensure alignment, consistency, and effective service delivery.
Use data and insights to inform recommendations and influence decision-making at the leadership level.
Contribute to HR initiatives that strengthen culture, engagement and organizational effectiveness.
Identify training needs, recommend and facilitate HR-related training initiatives aligned with organizational objectives and workforce development priorities