Human Resources Business Partner (E5344)

Institute of Electrical and Electronics Engineers•Piscataway, NJ

10d•Hybrid

About The Position

The HR Business Partner (HRBP) serves as a strategic partner to leaders and managers across IEEE, providing expertise and guidance in organizational development, talent management, performance, culture, and workforce planning. The incumbent's primary focus is on driving strategic HR initiatives, enabling business outcomes through people strategies, and fostering an inclusive, high-performing culture. This role operates as a trusted advisor to leadership, leveraging data and insights to influence decisions, coach managers, and shape meaningful, engaging employee experiences. The HRBP plays a key role in actively engaging with employees at all levels, cultivating strong relationships, and elevating the overall employee experience through proactive, people-centered practices. Additionally, the HRBP champions positive employee relations by promoting open communication, trust, and a respectful workplace environment. This includes addressing employee concerns with empathy and fairness, supporting conflict resolution, and implementing initiatives that strengthen engagement, morale, and retention. The HRBP also plays a critical role in supporting organizational change efforts, leadership development, succession planning, and employee engagement strategies across IEEE's domestic offices (New Jersey, New York, Washington DC, California) and international locations as needed.

Requirements

Bachelor's degree or equivalent experience in Human Resources, Business Administration, or related field required.
Minimum 7 years of progressive HR experience with a focus on strategic HR business partnering, talent management, and employee engagement.
Demonstrated experience in Employee Relations, including investigation, resolution, and policy interpretation.
Strong knowledge of employment law, compliance, and HR best practices.
Individuals currently serving on an IEEE board or committee are not eligible to apply.
This position is not budgeted for employer-sponsored immigration support, this includes all persons in F (both CPT and OPT), J, H, L, or O status.
Strategic mindset with the ability to connect business strategy to people solutions.
Strong interpersonal, communication, and influencing skills across all levels of the organization.
Analytical and data-driven approach to diagnosing issues and measuring impact.
Skilled in managing complexity and ambiguity, with a solutions-oriented approach.
High level of integrity, discretion, and judgment.

Nice To Haves

Experience providing HR leadership across multiple geographies and remote staff
Experience with HCM systems such as Oracle Fusion or similar cloud-based platforms
HR certifications such as PHR or SPHR are a plus.

Responsibilities

Partner with senior leaders and people managers to assess organizational needs and co-create people strategies that drive performance, retention, and engagement.
Lead workforce planning, org design, and change management initiatives in collaboration with business and functional leaders.
Guide the performance management process, including calibration, goal alignment, and talent review sessions.
Drive talent and succession planning conversations, providing insight into organizational capability and future leadership pipelines.
Analyze engagement survey data and partner with leaders to create action plans that enhance team effectiveness and overall employee experience.
Collaborate with the Learning & Development team to design and facilitate strategic learning experiences aligned with business needs.
Participate in leadership hiring processes, serving as a thought partner and interviewer for key people manager roles.
Represent HR in strategic committees, initiatives, and programs.
Lead the assessment, investigation, and resolution of complex employee relations cases while ensuring fairness, legal compliance, and consistency.
Provide coaching and consultation to managers on performance improvement, disciplinary actions, and employment policy interpretation.
Conduct exit interviews and follow-up conversations, and analyze ER trends to identify risk and recommend preventive solutions proactively.
Partner with Legal & Compliance, HRIS, and Benefits to ensure alignment and adherence to employment law and policy requirements.
Maintain accurate and audit-ready ER case documentation and partner with HR leadership on high-risk situations.