Human Resource Business Partner

World Travel Inc.•Exton, PA

2d•Remote

About The Position

The Human Resource Business Partner (HRBP) will serve as a strategic partner to senior leadership, driving initiatives that build organizational capability and ensure a strong leadership pipeline. This role is responsible for designing and implementing succession planning frameworks, leadership development programs, and talent management strategies that align with the company’s long-term goals. Additionally, the HRBP will lead robust performance management processes to foster accountability, engagement, and continuous improvement across the organization.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s preferred).
10+ years of progressive HR experience, including at least 5 years in a leadership role.
Proven experience in succession planning, leadership development, and performance management.
Strong business acumen and ability to influence at all levels of the organization.
Excellent communication, facilitation, and relationship-building skills.

Nice To Haves

Strategic thinking and ability to translate business needs into HR solutions.
Expertise in organizational development and change management.
Familiarity with HR technology platforms and data-driven decision-making.

Responsibilities

Oversee the design and execution of the company’s performance management framework, ensuring alignment with organizational goals.
Drive a culture of accountability and continuous feedback through effective goal-setting, performance reviews, and development conversations.
Train and support managers in delivering constructive feedback and coaching to enhance employee performance.
Utilize data and analytics to identify performance trends, address gaps, and inform talent decisions.
Integrate performance outcomes into succession planning and leadership development strategies.
Develop and execute a comprehensive succession planning process for critical roles across the organization.
Partner with business leaders to identify high-potential talent and create individualized development plans.
Monitor and report on succession readiness and talent gaps to executive leadership.
Design and implement leadership development programs to strengthen managerial and executive capabilities.
Introduce innovative learning solutions, including coaching, mentoring, and experiential development opportunities.
Evaluate program effectiveness and continuously improve based on feedback and business needs.
Collaborate with senior leadership to align HR strategies with organizational objectives.
Provide guidance on workforce planning, organizational design, and change management initiatives.
Ensure compliance with employment laws and regulations while fostering an inclusive and high-performance culture.
Champion engagement initiatives that support retention and career progression.
Partner with leaders to create a positive employee experience and strengthen organizational culture.