Human Resources Business Partner (HRBP)
About The Position
Fisher Associates is seeking a Human Resources Business Partner (HRBP) to serve as a trusted advisor and strategic partner to leadership, managers, and employees. The role supports the employee experience and business growth through manager coaching, employee relations, workforce planning, employee engagement, compensation support, HR administration, policy compliance, and continuous improvement. Fisher Associates is a multidisciplinary design services firm with nine locations nationwide and services spanning engineering, landscape architecture, planning, environmental services, surveying, GIS, construction inspection, and related fields. The HRBP partners with leadership to align HR initiatives with business objectives; supports workforce planning, organizational changes, employee development, recruitment and retention strategies, and talent reviews; and identifies opportunities to improve HR processes and systems. The role advises managers and employees on workplace concerns, conflict resolution, policies, performance management, corrective actions, and Performance Improvement Plans, and supports employee separations. It also coordinates performance evaluations and manager training; develops engagement, recognition, and retention initiatives; supports onboarding check-ins and engagement surveys; and assists with compensation planning, benchmarking, salary structures, employment-change documentation, HR budgeting, and workforce reporting. The position supports HR policy development and consistent application, maintains the Employee Handbook, monitors employment law changes, assists with compliance notices and employee acknowledgments, and uses HR data and technology to improve processes and employee experience. The posting describes a flexible work environment and a hybrid remote schedule. It also includes an unrelated benefits description referring to the Benefits & Payroll Administrator role.
Requirements
- Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent experience.
- At least 7 years of progressive human resources experience, including employee relations and management advisory responsibilities.
- Strong knowledge of federal and state employment laws and HR best practices.
- Demonstrated ability to coach managers, navigate sensitive employee matters, and exercise independent judgment.
- Strong communication, relationship-building, critical-thinking, and problem-solving skills.
- Ability to manage multiple priorities while maintaining confidentiality and professionalism.
Nice To Haves
- SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
- Experience supporting multiple departments or office locations.
- Experience with Paylocity or similar HRIS platforms.
- Experience in professional services, engineering, or consulting environments.
Responsibilities
- Partner with leadership to align HR strategies and initiatives with business objectives.
- Assist managers with workforce planning, organizational changes, employee development, and HR best practices.
- Support recruitment and retention strategies, talent reviews, and organizational planning initiatives.
- Identify opportunities to improve HR processes, systems, and overall effectiveness.
- Advise managers and employees on workplace concerns, conflict resolution, and company policies.
- Coach managers on performance management, corrective actions, and Performance Improvement Plans (PIPs).
- Support employee separations, including documentation and termination meetings.
- Coordinate performance evaluations, career development initiatives, and manager training programs.
- Develop and support initiatives to strengthen employee engagement, recognition, retention, and workplace culture.
- Oversee new-hire check-in programs to support onboarding and integration.
- Coordinate employee engagement surveys, communicate findings, and support action planning.
- Lead employee recognition initiatives.
- Partner with leadership on compensation planning, salary adjustments, promotions, and employment status changes.
- Support compensation benchmarking and development of equitable salary structures.
- Prepare communications and documentation related to compensation and employment changes.
- Assist with annual HR budgeting and workforce-related reporting.
- Support development, implementation, and consistent application of HR policies and procedures.
- Maintain the Employee Handbook and monitor changes in applicable employment laws.
- Assist with employment compliance requirements, including required notices and employee acknowledgments.
- Use HR data and technology to identify trends, streamline processes, and improve employee experience.
- Support implementation and enhancement of HR systems and organizational initiatives.
Benefits
- Medical, dental, and vision insurance
- 401(k) plan
- Company-paid life and disability insurance
- Hybrid remote work schedule
- Generous PTO and paid holidays
- Work-life balance
- Shareholders Program
- Professional development opportunities and reimbursement
- Supplemental voluntary benefits supporting well-being and financial security
- Tuition assistance
- Clear career paths and career discussions
- Employee groups focused on community, inclusion, and employee voice
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What This Job Offers
Job Type
Full-time
Career Level
Senior
