Human Resources Business Partner

Mitsubishi HC Capital America Inc•Norwalk, CT

6h•$65,000 - $130,000•Hybrid

About The Position

The Senior Human Resources Business Partner (HRBP) serves as the organization’s primary expert and advisor on employee relations, working closely with leaders to proactively manage workplace issues, promote fair and consistent practices, and uphold a positive employee experience. While the role also contributes to broader HR activities—including talent acquisition, talent development, and change management—the HRBP’s core responsibility is to lead all facets of employee relations. This includes investigations, performance management, policy interpretation, risk mitigation, coaching, and fostering a respectful, high‑performance culture. By leveraging data, sound judgment, and strong partnerships with leadership, the HRBP ensures the organization’s people practices support both compliance and business success. Commitment to Internal Control: This position is required to possess a comprehensive understanding of and adhere to the system of internal controls associated with the fundamental duties and responsibilities of the role. This includes compliance with SOX and all other pertinent regulatory and compliance policies and requirements.

Requirements

Proven experience managing and documenting employee relations matters, including conflict resolution, investigations, and disciplinary actions.
Proven experience conducting complex workplace investigations, including harassment, discrimination, policy violations, and code‑of‑conduct issues.
Demonstrated experience supporting or leading performance management, including coaching leaders on corrective action, documentation, and legal risk considerations.
Experience working in multi‑jurisdictional environments and interpreting provincial/state and federal employment legislation.
Hands-on experience managing end-to-end recruitment processes across a variety of roles and functions.
Strong interviewing and candidate assessment skills, with a focus on equitable and competency-based selection practices.
Thorough understanding of human resources principles and practices, including employment law, Affirmative Action, and EEO compliance.
Ability to managemultiple simultaneous cases, prioritize effectively, and maintain meticulous documentation standards.
Good judgement with the ability to make timely and sound decisions in often complex, challenging and emotionally charged situations.
Excellent interpersonal and communication skills with ability to build trust, navigate difficult situations and influence / challenge leaders.
Strong organizational, problem-solving, and analytical skills.
Versatility, flexibility, and a willingness to work within constantly changing priorities with enthusiasm.
8+ years progressive HR generalist or business partner experiencewith a significant portion dedicated to employee relations case management and investigations.
Bachelor’s degree in Human Resources, Industrial Relations, or related field

Nice To Haves

Previous experience supporting organizational change, leadership coaching, and culture initiatives preferred.
Experience coaching and managing direct reports is considered an asset.
Experience managing an Ombuds Program.
Master’s degree or HR certification (CHRP, CHRL, SHRM‑CP/SCP, PHR/SPHR) strongly preferred.
French and/or Japanese language fluency is considered an asset.

Responsibilities

Serve as the primary point of contact for complex and sensitive employee relations matters, partnering closely with the VP, HR Operations and legal counsel to ensure fair, consistent, and legally compliant outcomes.
Lead, conduct, and document thorough employee investigations, including workplace complaints, policy violations, and code-of-conduct concerns; prepare detailed reports and recommend action aligned with company values and risk mitigation.
Partner with managers to navigate performance management, including coaching leaders, developing performance improvement plans, and monitoring progress toward resolution.
Execute a structured process for documenting, tracking, and reporting ER cases, ensuring trends are identified early and appropriate preventative measures are implemented.
Provide expert coaching and guidance to leaders on policy interpretation, conflict resolution, workplace behavior expectations, and constructive leadership practices.
Proactively identify emerging employee-relations risks and recommend strategies to strengthen culture, employee trust, and compliance.
Responsible for managing the employee Ombuds program for the company, from leadings investigations to maintaining policy and ensuring awareness of program.
Develop strong partnership with client groups, demonstrating strong business acumen to be a strategic partner able to translate business needs in people strategies
Provide sound counsel and advice to senior management on human resources management issues, provide proactive management of controversial and sensitive staff issues.
Lead full-cycle recruitment when required, including sourcing, interviewing, selection, offer negotiation, and onboarding, working directly with hiring managers to understand workforce needs
Partner with members of the HR function and organisation to inform programs, solutions, policies, guidelines and/or develop, implement new solutions
Support the administration of HR policies and programs, ensuring alignment to best practices and regulatory requirements.
Stay current on employment legislation, arbitration decisions, and collective bargaining trends, applying insights to support consistent policy and case management.
Perform other duties as assigned by management.
Responsibilities include leading Employee relations matters including but not limited to: investigations, facilitating discussions, acting as mediator in conflictual situations
Interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.
Coaching and managing direct reports may be required