Human Resources Business Partner

RedSail Technologies•Uniondale, NY

9d•$85,000 - $95,000•Hybrid

About The Position

The Human Resources Business Partner serves as an HR partner and advisor to assigned business and people leaders, translating organizational priorities into practical people solutions across the employee life cycle. The role supports core HR programs and processes and uses workforce insights, sound judgment, and cross-functional partnership to strengthen leadership effectiveness, employee engagement, compliance, and business performance. The position identifies people-related opportunities and risks, provides practical guidance informed by data and HR expertise, and partners with HR leadership on complex or enterprise-level matters. The position is hybrid at a RedSail office in Spartanburg, SC; Irving, TX; Shreveport, LA; Oak Brook, IL; Cranberry Township, PA; or Long Island, NY. The work is performed in an open office environment or an approved remote workspace. The role involves daily use of Microsoft Teams (phone), a computer, printer, and other routine office equipment. Hybrid work requires internet access and a suitable home-office setup. Moderate or high levels of stress may be experienced. Physical work includes sitting, standing, reaching, kneeling, bending, and lifting up to 25 pounds. The anticipated annual base salary range is $85,000–$95,000, with eligibility for an annual target bonus of 7.5%. Compensation depends on factors including relevant experience, skills, qualifications, and geographic location. Benefits include paid time off, medical, dental, and vision insurance, a 401(k) with a 5% company match, a fitness bonus, professional development opportunities, and programs supporting overall well-being.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field; alternatively, HR certification (PHR/SPHR, SHRM-CP/SCP) is noted as preferred.
At least 3 years of progressive HR experience, including experience as an HR generalist or business partner supporting managers and leaders on a range of people matters.
Strong technical proficiency with HRIS platforms and AI-enabled tools, including the ability to use technology and data to improve HR processes, insights, and decision-making.
Working knowledge of employment law, employee relations, organizational effectiveness, talent management, and contemporary HR practices.
Ability to build trusted relationships, provide credible guidance, and communicate professionally with leaders at multiple levels.
Ability to use business priorities and workforce data to develop practical recommendations and action plans.
Sound judgment and discretion in managing confidential, sensitive, and high-risk matters.
Ability to prioritize across multiple business needs, work effectively through ambiguity, and adapt as organizational priorities evolve.
Flexibility to support evolving team priorities.
Must have internet access and a suitable home-office setup to qualify for hybrid work.

Nice To Haves

HR certification (PHR/SPHR, SHRM-CP/SCP).

Responsibilities

Serve as the primary HR point of contact and trusted advisor for assigned leaders and teams, providing practical guidance across the employee life cycle.
Apply HR knowledge and workforce insights to support business priorities, organizational effectiveness, talent decisions, and employee engagement.
Support rollout and ongoing execution of enterprise HR programs, initiatives, and processes; tailor implementation to business needs, equip leaders, communicate expectations, and encourage adoption.
Support leaders and HR leadership with workforce planning, organizational design, job architecture, headcount, and selection decisions aligned with approved business priorities.
Coach managers and leaders on performance management, employee development, engagement, change, and day-to-day people matters; partner with HR leadership on complex or enterprise-level matters.
Manage routine employee relations matters and support investigations, conflict resolution, performance concerns, grievances, and terminations; maintain documentation, determine when escalation is needed, and partner with HR leadership or Legal on sensitive or high-risk matters.
Use HRIS platforms and AI-enabled tools to streamline HR processes, improve data quality and reporting, generate workforce insights, and support responsible, secure, effective technology adoption.
Use employee listening, talent, and workforce data to identify priorities, recommend actions, measure outcomes, and reinforce leadership accountability.
Partner across HR and with Legal, Payroll, Learning & Development, Talent Acquisition, and other functions to coordinate support and resolve employee or business needs.
Ensure compliant and consistent execution of HR policies, processes, employment practices, and employee life-cycle activities, escalating sensitive or high-risk matters as appropriate.
Work with HR administrative team members to coordinate priorities, support consistent service delivery, and provide an effective employee and leader experience.
Contribute to cross-functional people initiatives that advance organizational priorities, improve HR effectiveness, and strengthen the employee experience.
Perform other duties and responsibilities as assigned to support evolving business, team, and organizational needs.