Human Resources Business Partner

NEW TREW Site•Mason, OH

85d•Onsite

About The Position

As an HR Business Partner, you will serve as a strategic advisor to business leaders, aligning HR initiatives with organizational goals. This position requires a proactive and consultative professional with deep expertise in employee relations, talent management, and organizational development. The HR Business Partner will collaborate closely with leadership to drive workforce planning, change management, and people strategies that support business growth and a high-performing culture.

Requirements

Strong business acumen with the ability to align HR strategies to organizational goals.
Excellent interpersonal, communication, and influencing skills with the ability to build trusted relationships at all levels.
Strong analytical and problem-solving skills with a data-driven approach to decision-making.
Ability to handle sensitive information with discretion and maintain confidentiality.
Proficiency with HRIS platforms and Microsoft Office suite; experience with HR analytics tools preferred.
In-depth knowledge of employment laws, regulations, and HR best practices including change management and organizational development.
Bachelor’s degree in Human Resources, Business Administration, or a related field.
5+ years of progressive HR experience, with at least 2 years in an HR Business Partner or similar strategic HR role.

Responsibilities

Partner with business leaders to develop and execute HR strategies that align with organizational objectives.
Serve as a trusted advisor and consultant to managers on employee relations, performance management, and workforce planning.
Analyze workforce trends and metrics to provide data-driven recommendations to leadership.
Lead and support change management initiatives across the organization.
Drive talent management strategies including succession planning, career development, and retention programs.
Coach and counsel managers on leadership development, team effectiveness, and conflict resolution.
Collaborate with internal and external HR resources (e.g., Compensation, Benefits, L&D) to deliver integrated HR solutions.
Support the performance management process, including goal setting, calibration sessions, performance reviews, and development plans.
Identify training and development needs and partner with resources to design targeted programs.
Ensure compliance with company policies, employment laws, and regulatory requirements.
Lead employee engagement initiatives and champion a positive organizational culture.
Facilitate organizational design and restructuring efforts as business needs evolve.
Maintain accurate and up-to-date employee records and generate HR reports and analytics to support strategic decision-making.
Develop and communicate HR policies and procedures aligned with business strategy.
Stay current on employment law changes and HR best practices to proactively advise the business.
Participate in investigations related to employee complaints, misconduct, or policy violations, ensuring fair and thorough resolution.
Support organizational workforce planning efforts, including headcount analysis and resource allocation.