Human Resources Business Partner

Aptyx•Charlotte, NC

About The Position

The Human Resource Business Partner (HRBP) acts as a strategic partner to business units, aligning HR initiatives with organizational goals. This role involves providing comprehensive HR support, including talent management, employee relations, performance management, and organizational development. The HRBP collaborates with business leaders to develop and implement HR strategies that enhance overall business performance and foster a positive work environment.

Requirements

Bachelor's degree in Human Resources , Business Administration, or a related field .
Minimum of 5-7 years of experience in Human Resources, with at least 3 years in a business partner role.
Proven track record of successfully partnering with business leaders to drive HR initiatives.
Excellent communication and interpersonal skills.
Strong strategic thinking and problem-solving abilities.
Proficiency in Microsoft Office Suite and HRIS systems.
Ability to handle confidential information with discretion.
In-depth knowledge of employment laws and regulations.
Strong organizational and time management skills.

Nice To Haves

HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) preferred

Responsibilities

Strategic Partnership: Partner with business leaders to understand their goals and challenges, providing HR insights and recommendations.
Develop and implement HR strategies that support business objectives and drive organizational success.
Act as a trusted advisor to managers and employees on HR-related matters.
Talent Management: Support talent acquisition efforts by collaborating with hiring managers to identify staffing needs, participate in interviews, and select top candidates.
Develop and implement talent management programs, including succession planning, career development, and employee retention strategies.
Facilitate the performance management process, including goal setting, performance reviews, and feedback sessions.
Employee Relations: Address employee concerns and grievances in a timely and effective manner, ensuring a positive and inclusive work environment.
Conduct investigations into employee complaints and workplace issues, recommending and implementing appropriate resolutions .
Foster open communication and promote employee engagement through various initiatives and programs.
Learning and Development: Identify training and development needs within the business units and collaborate with the Learning and Development team to design and deliver relevant programs.
Support leadership development initiatives to cultivate a strong pipeline of future leaders.
Promote a culture of continuous learning and professional growth.
HR Policy and Compliance: Ensure compliance with federal, state, and local employment laws and regulations.
Develop, update, and communicate HR policies and procedures to employees and managers.
Conduct regular audits of HR practices to ensure compliance and identify areas for improvement.
Organizational Development: Support organizational change initiatives by providing guidance on change management strategies and best practices.
Facilitate organizational design and restructuring efforts to enhance efficiency and effectiveness.
Collaborate with business leaders to improve team dynamics and overall organizational health.
HR Metrics and Reporting: Develop and monitor key HR metrics to assess the effectiveness of HR programs and initiatives.
Provide regular reports and insights to business leaders on HR activities, outcomes, and strategic initiatives.
Utilize HR analytics to drive data-informed decision-making.
HR Projects: Participate in HR projects and initiatives, such as diversity and inclusion programs, employee wellness initiatives, and organizational development efforts.
Collaborate with the HR team to continuously improve HR processes and practices.
Lead or contribute to special projects as needed.