Human Resource Business Partner- Sales

Cornerstone Building Brands•Cary, NC

21h•Hybrid

About The Position

The Human Resources Business Partner - Supporting Sales teams provides strategic and hands-on HR support to sales leaders and teams across the U.S. and Canada. Reporting to the HR Director, this role partners closely with leadership to strengthen organizational capability, drive performance, and enhance employee experience within a fast-paced sales environment. The HRBP builds strong relationships, supports change initiatives, and delivers practical people solutions that help the sales organization achieve its goals.

Requirements

Bachelor’s degree in human resources, Business Administration, or a related field.
5+ years of HR experience, with a focus on supporting customer-facing functions.
Experience working with sales leaders or supporting commercial teams is strongly preferred.
Strong knowledge of HR principles, practices, and employment laws.
Proven experience in employee relations, performance management, and talent acquisition.
Excellent interpersonal and communication skills.
Strong problem-solving and decision-making abilities.
Ability to manage multiple priorities and work effectively in a fast-paced environment.
Proficient in HRIS systems and Microsoft Office Suite.
Ability to travel approximately 30%.

Nice To Haves

SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) certification preferred.

Responsibilities

Support the implementation of human capital initiatives aligned with business priorities.
Serve as a trusted advisor by providing day‑to‑day coaching and guidance on HR matters.
Execute core HR processes for assigned client groups, ensuring timely and effective support for managers and employees.
Advise managers on company policies, practices, and procedures and provide guidance on appropriate applications.
Partner with hiring managers to support talent acquisition activities, including defining role requirements and participating in the selection process.
Help identify talent and capability needs and support solutions to strengthen the talent pipeline.
Coordinate and support core talent management processes such as talent reviews and succession planning.
Support performance management processes by guiding leaders on goal setting, feedback, and development planning.
Provide resources and support for employee development, including onboarding, development plans, and career development tools.
Support compensation activities including merit adjustments, promotions, salary offers, and short-term incentive processes in alignment with company practices.
Provide guidance to managers on compensation policies and ensure recommendations align with established total rewards guidelines.
Play a key role in supporting annual Sales compensation cycles, including coordinating plan updates, preparing leaders for plan rollouts, and ensuring accurate communication and administration of incentive plan components.
Partner with Sales leadership, Sales Operations, and Finance to validate eligibility and payout data and help managers interpret incentive results in alignment with performance and plan design.
Build relationships within assigned locations by maintaining regular presence and understanding team dynamics.
Support employee relations matters to ensure practices are fair, consistent, and compliant with applicable laws and policies.
Assist in implementing strategies that support employee engagement and positive employee relations.
Ensure policies are communicated and applied appropriately within client groups.
Conduct or support workplace investigations following company guidelines.
Support initiatives that reinforce the organization's desired culture and values.
Help analyze engagement feedback and assist in developing action plans to improve team culture.
Partner with managers to address team issues and support leadership behaviors that promote performance and engagement.
Collaborate with HR colleagues to share best practices and ensure consistent HR service delivery.
Track and report HR metrics to provide insights and support decision-making.
Identify opportunities for process improvements within HR programs and participate in continuous improvement initiatives.
Perform other duties as assigned.