HR BUSINESS PARTNER B2B

StrataTech Education Group • Phoenix, AZ

17h

About The Position

The HR Business Partner – B2B is the dedicated HR partner for the B2B organization and is focused on proactively sourcing qualified candidates and bringing them into the organization quickly. The role partners with B2B leadership on workforce planning, position development, recruiting, and compensation plans to ensure the business has the talent it needs. It reports to the VP of Human Resources, is part of the HR function, and works day to day within B2B operations.

The position leads full-cycle recruiting, develops and maintains talent pipelines, supports workforce and organizational planning, recommends starting pay within approved ranges, monitors headcount and labor costs, and coordinates employee relations matters with HR Operations. It also embeds with B2B leadership and operations to roll out HR policies, programs, and training, report people metrics, identify process gaps, and maintain confidentiality.

Work is performed remotely and onsite at campus locations based on business needs. Remote work requires a secure, distraction-free workspace and reliable high-speed internet. Onsite work is mainly in a temperature-controlled office, with some work in classroom or shop settings. The role may involve extended periods sitting at a desk or computer, use of standard office and video-conferencing equipment, and stooping, bending, twisting, and reaching. Travel of up to 5% to campus locations or B2B onsite meetings may be required.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• At least 5 years of progressive Human Resources experience, including at least 2 years in an HRBP or generalist role supporting a business unit.
• Demonstrated full-cycle recruiting experience, including offer negotiation.
• Proven track record of proactive sourcing and filling positions quickly, including demonstrated use of sourcing tools such as LinkedIn Recruiter and job board resume searches.
• Experience with workforce planning, budgeting, or headcount management.
• Strong analytical skills and advanced proficiency in Microsoft Office, especially Excel and Power BI.
• HRIS experience.

Nice To Haves

• UKG experience.
• Experience or interest in skilled trades.

Responsibilities

• Proactively source candidates through job boards, LinkedIn, referrals, industry networks, trade associations, schools, and community partners.
• Build and maintain active talent pipelines for critical and recurring B2B positions, including skilled trades roles.
• Lead full-cycle recruiting from intake and sourcing strategy through screening, interviews, and offers.
• Respond promptly to candidates and remove hiring-process bottlenecks with hiring managers.
• Track and report recruiting metrics, including time-to-fill, pipeline volume, source effectiveness, and offer acceptance rate.
• Coach hiring managers on structured interviewing, selection criteria, and compliant hiring practices.
• Follow established Talent Acquisition processes and systems.
• Partner with B2B leadership to forecast staffing needs against business goals, growth plans, and budget.
• Develop new positions, including role design, job descriptions, and leveling recommendations aligned with the company job title catalog.
• Prepare position justifications for new and backfilled roles for leadership approval.
• Evaluate organizational structure and role design and recommend changes as the business evolves.
• Recommend starting pay and lead offer negotiations within approved salary ranges and guidelines.
• Monitor B2B headcount and labor costs against budget and flag variances to B2B leadership and HR.
• Support internal equity and leveling reviews for B2B positions.
• Route employee relations concerns from B2B employees and managers to the Director of HR Operations.
• Provide business context and coordinate with HR Operations during employee relations matters as needed.
• Participate in B2B daily operations and leadership meetings as the embedded HR resource.
• Roll out HR policies, programs, and training across B2B, including onboarding, performance reviews, and engagement initiatives.
• Report regularly on B2B people metrics, including open positions, time-to-fill, turnover, and labor costs.
• Identify process gaps and recommend improvements in partnership with the broader HR team.
• Maintain confidentiality and professionalism when handling sensitive employee and business information.

What This Job Offers

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