Human Resources Business Partner
About The Position
The HR Business Partner (HRBP) collaborates with assigned business units to align HR practices with operational needs, supporting business objectives and driving organizational success. This role plays a key part in implementing people strategies that enhance employee performance, foster engagement, and contribute to a positive work environment. Help Leaders Build Teams That Actually Work If you’re an HR professional who likes being close to the business, where decisions are made and change actually happens, this role may be for you. We’re looking for an HR Business Partner who brings judgment, curiosity, and a strong point of view to the table. Someone who can sit with leaders, understand what they’re trying to accomplish, and use data and insight to shape people strategies that drive real results. In this role, you’ll be more than a support function. You’ll influence how teams are built, how leaders lead, and how the organization evolves. HR Business Partner or Senior HR Business Partner We are open to hiring at the HR Business Partner or Senior HR Business Partner level based on demonstrated ability to influence business outcomes and operate at a more strategic level. At the Senior HRBP level, this role expands in scope and influence. In addition to the responsibilities above, you will serve as a leader within the HR function, mentoring and guiding other HRBPs, strengthening team effectiveness, and helping elevate how we partner across the organization. Senior HRBPs take greater ownership in shaping talent strategies and organizational outcomes. You will bring forward insights, identify trends, and influence decisions at a broader level, while helping leaders connect people strategies to business priorities and drive meaningful cultural and operational results.
Requirements
- 5+ years of progressive HR experience, including at least 3 years in an HR Business Partner role
- Strong communication and relationship building skills, with the confidence to influence and challenge when needed
- A data informed mindset, with the ability to use insights to guide decisions
- Sound judgment and comfort navigating ambiguity and complex situations
- Solid business acumen and a bias for practical, results oriented solutions
- A genuine interest in building inclusive, high performing teams
- The ability to balance business needs with thoughtful HR practices
- 10+ years of progressive HR experience, including 5+ years operating as an HR Business Partner or in a similar capacity
- Strong business acumen with the ability to connect people strategies to business priorities and measurable outcomes
- Proven ability to influence decisions and drive outcomes with senior leaders, even without direct authority
- Demonstrated experience shaping and executing talent strategies, organizational design, and change initiatives
- Strong ability to interpret data, identify trends, and translate insights into action and decision making
- Ability to navigate complexity and ambiguity with confidence, bringing structure and clarity where needed
- A proactive, results oriented approach with a focus on driving meaningful outcomes
- Experience mentoring or guiding other HR professionals and contributing to overall team effectiveness
- Strong commitment to fostering an inclusive, high performing workplace
- Bachelor’s degree in Human Resources, Business, or a related field (or equivalent experience)
Nice To Haves
- SHRM-CP, PHR, or similar certification is a plus
- Certification in Change Management (e.g., Prosci) and/or Organizational Development is a plus
Responsibilities
- Trusted Partnership with LeadersYou’ll work directly with business leaders to align people strategies with business initiatives. You’ll bring forward insights from data, identify trends, and challenge assumptions to help leaders make informed, forward-looking decisions around workforce planning, org design, and talent.
- Associate Relations & Workplace HealthYou’ll handle complex associate relations issues with professionalism, sound judgment, and discretion. You’ll also look for patterns across situations, using those insights to proactively guide leaders, strengthen decision making, and maintain a workplace that is respectful, inclusive, and legally compliant.
- Talent, Performance & GrowthYou’ll support leaders with succession planning, talent reviews, and performance conversations. You’ll use talent data and trends to identify risks, inform development strategies, and help leaders focus on what will move the needle.
- Change & Organizational EvolutionChange is constant, and you’ll help leaders manage it well. From assessing impact, anticipating risks, and shaping thoughtful, people-centered plans, you’ll support transitions that are thoughtful, clear, and people centered. You’ll partner closely with HR Centers of Excellence to bring forward solutions grounded in both data and real business needs.
- Listening, Learning & InsightYou’ll oversee offboarding and exit interviews, identifying themes and trends that can improve the associate experience and inform future decisions. You won’t just gather feedback, you’ll translate it into actionable insight.
Benefits
- Medical & Prescription Insurance
- Health Savings Account
- Dental Insurance
- Vision Insurance
- Short and Long Term Disability
- Flexible Spending Accounts
- Life and Accidental Death & Disability
- Accident and Critical Illness Insurance
- Employee Assistance Program
- 401(k) Plan with Company Match
- Pet Insurance
- Paid Time Off. Standard first year PTO is 17 days, pro-rated based on month of hire. Enhanced PTO may be available for experienced candidates
- Bonus eligible based on performance
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What This Job Offers
Job Type
Full-time
Career Level
Mid Level
Number of Employees
1-10 employees
