Human Resources Business Partner

Illumia, LLC • Scottsdale, AZ

25d • $85,000 - $100,000 • Hybrid

About The Position

The People & Culture Human Resources Business Partner (HRBP) partners with assigned business leaders and managers to support people practices and initiatives that contribute to employee engagement, leadership effectiveness, and organizational performance. The role applies practical HR knowledge and understanding of business needs to advise on performance management, talent development, employee engagement, and established People & Culture programs.

The HRBP builds productive relationships with leaders, learns their business priorities, and provides recommendations based on established HR policies, processes, and best practices. The position independently manages familiar HR responsibilities and collaborates with senior HRBP team members and People & Culture leadership on complex or unfamiliar matters. The successful candidate is proactive, self-motivated, accountable, able to manage competing priorities, and comfortable working independently within established guidelines while recognizing when guidance or escalation is appropriate.

The position follows a hybrid work arrangement and requires working onsite at Illumia’s Scottsdale, Arizona office two days per week. It involves regular interaction with business leaders and employees across departments and locations; occasional travel may be required for business meetings, team collaboration, and company initiatives. The position is classified as exempt under the Fair Labor Standards Act and applicable state wage-and-hour laws.

Requirements

• Bachelor’s degree in Human Resources, or at least three years of progressive Human Resources experience, including direct experience in an HR Business Partner role supporting business leaders and managers.
• Working knowledge of HR principles, practices, and processes, with the ability to apply established guidelines to familiar workplace situations.
• Experience providing practical HR guidance to managers on performance management, employee development, policy interpretation, and people management practices.
• Experience supporting talent management, employee engagement, workforce planning, and organizational initiatives.
• Working knowledge of federal and state employment laws and ability to recognize situations requiring additional review or escalation.
• Ability to work with HR analytics and employee-related issues, evaluate possible solutions using experience and established practices, and recommend appropriate next steps.
• Developing business acumen and ability to understand departmental priorities and apply that knowledge to people-related decisions.
• Strong interpersonal and relationship-building skills, including the ability to establish credibility and maintain productive working relationships with employees, managers, and People & Culture colleagues.
• Effective written and verbal communication skills, including ability to explain HR policies, processes, and sensitive information clearly and professionally.
• Proficiency in Microsoft Office applications, including Excel and PowerPoint, and experience working with HRIS platforms.
• Proactive, self-starting approach; ability to independently manage familiar assignments, identify priorities, take initiative, and follow through on commitments.
• Strong organizational and time management skills, including ability to manage competing priorities, coordinate activities, and meet deadlines.
• Ability to work independently within established guidelines and seek appropriate guidance on complex or unfamiliar situations.
• Sound judgment, professionalism, and discretion when handling confidential employee and organizational information.
• Adaptability, resilience, and a collaborative approach to workplace challenges and changing business priorities.

Nice To Haves

• Experience supporting business leaders in a technology, SaaS, or multi-functional organization.
• Experience participating in talent reviews, succession planning, employee engagement initiatives, or organizational effectiveness programs.
• Experience supporting organizational changes, workforce transitions, or HR process improvements.
• Experience with UKG or comparable HRIS platforms, employee engagement tools, and performance management systems.
• Experience collaborating with Centers of Excellence, including Total Rewards, Talent Acquisition, Learning & Development, and HR Operations.

Responsibilities

• Build effective relationships with assigned business leaders and managers, understand departmental priorities, identify people-related needs, and provide practical HR guidance.
• Apply company policies, processes, and knowledge of business operations to support consistent people decisions and effective HR practices.
• Guide managers on established people management practices, employee communication, feedback, and leadership responsibilities; seek guidance on unfamiliar or complex situations.
• Guide managers through performance management processes, including goal setting, feedback, coaching, performance documentation, performance improvement plans, and monitoring progress.
• Support talent assessments, succession planning, employee development, and retention initiatives, coordinating with Learning & Development and other People & Culture partners.
• Partner with leaders and senior HRBP team members to identify workforce needs, team effectiveness opportunities, and talent gaps; support organizational planning, role alignment, and workforce initiatives.
• Help leaders review employee feedback, identify engagement opportunities, and implement action plans to strengthen communication, collaboration, accountability, and employee experience.
• Support organizational changes, workforce transitions, and business initiatives, including employee communications, activity coordination, documentation, and implementation of established change management plans.
• Collaborate with Total Rewards, Talent Acquisition, and business leaders on established compensation, promotion, job description, and career framework processes; escalate matters requiring additional review or approval.
• Support implementation of HR policies, programs, and initiatives; provide guidance on established processes and communicate updates to assigned leaders.
• Independently manage assigned HRBP responsibilities, projects, and initiatives within established guidelines; coordinate stakeholders, maintain timelines, monitor progress, and follow through in a timely manner.
• Identify opportunities to improve established processes and contribute to People & Culture team priorities.
• Work with People & Culture Business Partners, People & Culture Operations, Talent Acquisition, Total Rewards, Learning & Development, Centers of Excellence, People & Culture leadership, and other internal stakeholders to coordinate HR support and initiatives.

Benefits

• Flexible time off, including paid holidays and volunteer time.
• Health, dental, and vision insurance plans effective on the first day of employment.
• Employee assistance program (EAP).
• Employer-paid life insurance, AD&D, short-term disability, and long-term disability insurance.
• Flexible spending account (FSA) or health savings account (HSA).
• Matched 401(k).
• Employee stock purchase plan.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level