Human Resources Business Partner

Institute of Electrical and Electronics Engineers•Piscataway, NJ

6d•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 role focuses on driving strategic HR initiatives, enabling business outcomes through people strategies, and fostering an inclusive, high-performing culture. Reporting to the Senior Manager, HRBPs, and working with an assigned client group, the HRBP acts as a trusted advisor to leadership, using data and insights to influence decisions, coach managers, and shape engaging employee experiences. The HRBP builds relationships with employees at all levels and supports a respectful workplace through open communication, fair handling of concerns, and conflict resolution. As part of a collaborative HR Business Partner team, the HRBP supports organizational change, leadership development, succession planning, and employee engagement across IEEE’s domestic offices in New Jersey, New York, Washington, DC, and California, as well as international locations as needed. This is a hybrid role based at the IEEE operations center in Piscataway, New Jersey. Domestic travel may occur, including on weekends and holidays; travel is listed as 10%. The position requires a bachelor’s degree or equivalent experience in Human Resources, Business Administration, or a related field, and at least seven years of progressive HR experience. HR certifications such as PHR or SPHR are a plus. Individuals currently serving on an IEEE board or committee are not eligible to apply. The position is not budgeted for employer-sponsored immigration support for individuals in F (including CPT and OPT), J, H, L, or O status. The position is classified as Category I – Office Positions; work demands and conditions are detailed in the referenced ADA Requirements document.

Requirements

Bachelor’s degree or equivalent experience in Human Resources, Business Administration, or a related field.
At least 7 years of progressive HR experience, with a focus on strategic HR business partnering, talent management, and employee engagement.
Demonstrated experience partnering with stakeholders to address and proactively resolve employee relations matters, including investigations, resolution, and policy interpretation.
Strong knowledge of employment law, compliance, and HR best practices.
Strategic mindset and ability to connect business strategy to people solutions.
Strong interpersonal, communication, and influencing skills across all levels of the organization.
Analytical, data-driven approach to diagnosing issues and measuring impact.
Ability to manage 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 to remote staff.
Experience with HCM systems such as Oracle Fusion or similar cloud-based platforms.
Prior experience working within a collaborative HR team and serving as a dedicated partner to on-site and remote teams.
HR certifications such as PHR or SPHR.

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, organizational design, and change management initiatives with business and functional leaders.
Guide performance management, including calibration, goal alignment, and talent review sessions.
Drive talent and succession planning discussions and provide insight into organizational capabilities and future leadership pipelines.
Analyze engagement survey data and partner with leaders on action plans to improve team effectiveness and employee experience.
Collaborate with Learning & Development to design and facilitate strategic learning experiences aligned with business needs.
Participate in leadership hiring processes as a thought partner and interviewer for key people manager roles.
Represent HR in strategic committees, initiatives, and programs.
Lead assessment, investigation, and resolution of complex employee relations cases while ensuring fairness, legal compliance, and consistency.
Coach and advise managers on performance improvement, disciplinary actions, and employment policy interpretation.
Conduct exit interviews and follow-up conversations; analyze employee relations trends to identify risks and recommend preventive solutions.
Partner with Legal & Compliance, HRIS, and Benefits to support alignment with employment law and policy requirements.
Maintain accurate, audit-ready employee relations case documentation and partner with HR leadership on high-risk situations.
Foster employee engagement, trust, and a respectful workplace, and support conflict resolution and employee concerns.