Human Resources Business Partner
About The Position
The Human Resources Business Partner (HRBP) serves as the primary HR advisor to leaders and employees, partnering closely with management to build organizational capability, strengthen leadership effectiveness, resolve employee relations matters, and drive business results. This role owns full-cycle recruiting while operating as a trusted, independent consultant to people leaders across the employee lifecycle — including performance management, workplace investigations, leave administration, accommodations, employee engagement, compliance, and workforce planning. The successful candidate is a seasoned HR professional who navigates complex situations with sound judgment, coaches leaders through difficult conversations, and requires minimal oversight.
Requirements
- Bachelor's degree in Human Resources, Business, or related field, or equivalent experience.
- 5–7 years of progressive HR experience, with demonstrated expertise in employee relations, workplace investigations, performance management, ADA/FMLA/leave administration, recruiting, manager coaching, and employment law.
- Proven ability to operate independently and manage competing priorities with minimal supervision.
- HRIS experience (ADP Workforce Now preferred).
Nice To Haves
- Manufacturing, distribution, supply chain, or consumer products experience.
- Multi-state employment experience.
- SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
- Lean Six Sigma certification.
- Experience supporting executive leaders.
Responsibilities
- Serve as the primary HR contact for assigned departments, building credibility and trust with leaders.
- Lead workplace investigations involving misconduct, harassment, and policy violations.
- Coach managers through performance concerns, documentation, corrective action, and separations.
- Draft and review written warnings, performance improvement plans, and related HR communications.
- Administer leave of absence and accommodation programs, including ADA, FMLA, state leave laws, workers' compensation, and short-term disability, in partnership with third-party administrators.
- Partner with business leaders on organizational structure, workforce planning, succession planning, and internal mobility.
- Advise managers on employment law, policy interpretation, and conflict resolution.
- Ensure compliance with federal and state employment law and internal policy; support audits as needed.
- Lead HR projects, including engagement initiatives, leadership development, and change management.
- Escalate significant legal or organizational risk to the VP of HR.
- Manage full-cycle recruiting for professional, technical, corporate, and operational positions.
- Partner with hiring managers to define hiring strategy and sourcing approach.
- Conduct candidate screening and behavioral-based interviews.
- Prepare offer recommendations and negotiate within approved guidelines.
- Oversee pre-employment screening, onboarding, and candidate experience.
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What This Job Offers
Job Type
Full-time
Career Level
Mid Level
