HR Business Partner - Corporate and Technical Services

Heaven Hill Brands•Louisville, KY

7d•Hybrid

About The Position

The Human Resources Business Partner (HRBP) will provide full-cycle HR support to the following functional areas: IT, Legal & Compliance and Technical Services (QA, R&D, CI, Engineering and Supply Chain). This position supports these areas by developing a deep knowledge of the industry, business, goals, values, and culture to continuously improve solutions that positively shape the employee experience and deliver results. Both a strategic and hands-on role, the HRBP will build strong consultative relationships and advise leaders on performance management, coaching, employee engagement and development, change management and interpretation of HR policies and practices. This position will foster a culture of teamwork and continuous improvement by partnering with leaders as well as internal HR resources.

Requirements

Bachelor’s degree in human resources or related field
Minimum 7 years of in-depth experience working as an HR Business Partner
Thrives in a culture of accountability, direct communication and creative problem solving.
Demonstrates high social/emotional intelligence, diplomacy, outstanding judgment, ability to exercise discretion, maintain confidentiality, and assess risk relative to the business.
Strong business acumen with a keen interest in understanding all facets of the business.
Deep knowledge of current human resources processes, practices, and employment laws and a desire to continue learning in the HR field.
Demonstrated success in establishing credibility with a wide variety of employees and leaders as a trusted advisor, thought partner and confident; ability to influence individuals at all levels of the organization.
High level of professionalism, and ability to balance urgency and decisiveness with patience and compassion, excellent interpersonal and communications skills, executive presence, respect for others, active listening skills, clear verbal and written communication.
Strong analytical and problem-solving capabilities; attention to detail; ability to identify root causes of complex issues, analyze data, understand trends, and design actionable solutions across geographies.
Demonstrated experience driving organizational and culture change initiatives as well as developing a culture of inclusion.
Strong project and change management experience.
Proven ability to effectively facilitate groups with an engaging presentation style.
Deep understanding of rapidly changing environments and cultures; must be confident and able to thrive in ambiguous environments, remain calm under pressure, and organized in chaos.
Demonstrates a bias for results, a strong work ethic, the ability to manage competing priorities and a desire to achieve excellence.

Nice To Haves

Master’s degree in human resources or related field
Advanced computer proficiency in Microsoft Word, Excel, and PowerPoint, AI
Distilled spirits industry experience preferred
SHRM-SCP or SPHR certification

Responsibilities

Continuously assess the “pulse” of the assigned areas and the ability to develop strategies to drive culture, engagement, and productivity.
Lead retention planning for the assigned areas by identifying ways to retain top talent and develop our unique culture as the business grows.
Proactively assist in driving and evaluating change that creates value and promotes engagement for employees, and leaders.
Build and foster strong, high collaboration relationships with leaders and key stakeholders.
Establish credibility as a trusted advisor and serve as a consultative, collaborative and engaged business partner helping to resolve business issues and drive enhanced employee effectiveness.
Recommend, develop and implement programmatic approaches to address key resource issues.
Foster the professional growth of employees through knowledge sharing, coaching and targeted development.
Develop a high-performance culture by proactively coaching employees at all levels.
Provide direction and support on the process to ensure robust conversations occur between managers and employees regarding performance, including honest and accurate feedback as well as provide guidance on legal and regulatory trends to reduce potential business liabilities.
Assist in translating complex business plans into actionable people plans, forecast talent needs based on business strategies, identify critical skill and bandwidth gaps, and facilitate internal moves and talent acquisition conversations.
Optimize workforce planning and recruiting efforts in partnership with business leaders and HR Directors.
Leverage strong relationships to proactively identify performance problems and develop creative interventions.
Maintain knowledge of legal requirements and employment laws; identify risks and engage appropriate HR and legal partners to address.
Manage Employee Relations matters as they arise in a confidential, fair, and solutions-focused manner.
Conduct termination conversations as needed, in alignment with the values of the organization and in compliance with applicable employment laws.
Ensure that business needs are taken into consideration in developing HR initiatives; ensure HR policies and practices are fully understood and implemented within assigned areas.