Human Resources Business Partner

Associa•Richmond, VA

About The Position

The Human Resources Business Partner (HRBP) partners with leaders and employees to support business objectives through effective people strategies, employee relations, talent management, and organizational development. The role serves as a trusted HR advisor to assigned business units, providing guidance on performance management, workforce planning, employee relations, and other HR matters. Success in this role means serving as a trusted HR partner to leaders, proactively identifying workforce needs, effectively managing employee relations matters, and helping leaders build engaged, high-performing teams.

Requirements

3–5 years of progressive HR experience, preferably in an HR Business Partner, HR Generalist, or similar role.
Experience advising managers and leaders on employee relations and performance management.
Working knowledge of employment laws and HR best practices.
Experience with HRIS platforms and Microsoft Office Suite.
Strong communication and relationship-building skills.
Employee relations and conflict-resolution skills.
Sound judgment and problem-solving ability.
Business acumen and ability to connect HR strategies to business objectives.
High emotional intelligence and discretion.
Ability to coach and influence leaders.
Strong organizational skills and attention to detail.
Ability to manage multiple priorities in a fast-paced environment.
Strong analytical, organizational, and problem-solving skills.

Nice To Haves

Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field preferred.
PHR, SHRM-CP, or other relevant HR certification preferred.

Responsibilities

Partner with business leaders to understand operational needs and align HR strategies with business goals.
Provide guidance and support on employee relations matters, including investigations, workplace concerns, performance issues, and corrective action.
Coach managers on performance management, goal setting, employee development, and difficult conversations.
Support talent management initiatives, including workforce planning, retention, and employee development.
Partner with Talent Acquisition to support recruiting strategies and workforce needs.
Analyze HR and workforce data to identify trends and recommend solutions.
Provide guidance on HR policies, procedures, and employment practices.
Support organizational change initiatives and other HR programs.
Maintain strong relationships with leaders and employees while maintaining confidentiality and professionalism.
Partner with HR leadership and HR specialty teams on compensation, benefits, talent acquisition, learning and development, and other HR initiatives.
Maintain accurate HR documentation and records.