Human Resources Business Partner

MLGW•Memphis, TN

48d•Hybrid

About The Position

HR Business Partner (HRBP) serves as a strategic connection between HR and business leadership, aligning people strategies with organizational goals to drive business success. This role will be responsible for a client group not to exceed 500 employees, ensuring HR policies, programs, and initiatives drive organizational growth and employee engagement. The HRBP will enhance workforce effectiveness, support leadership decisions, and contribute to overall business performance.

Requirements

Bachelor's degree in Business Administration, Human Resources or related field is required.
5 years of progressive Human Resources experience or 2 years of professional experience as a Human Resources Business Partner is required.
Proficient with Microsoft Office Suite or related software.
A valid driver's license from state of residence is required.
Excellent organizational, verbal and written communication skills
Proven analytical, problem-solving, decision-making, leadership, time management, customer relations, and resource management skills
A high level of integrity
Abilities to plan, formulate, and execute policies and programs.
Normal visual acuity and field of vision, hearing, and speaking abilities.

Nice To Haves

Master's Degree preferred.
Senior Professional Human Resources, Certified Compensation Professional, or Certified Employee Benefit Specialist preferred.

Responsibilities

Work with leadership and line managers to diagnose people priorities, develop people plans, and implement HR strategies that support the organization’s objectives.
Serve as trusted advisor by providing guidance on talent management, employee engagement, performance management, and organizational culture.
Investigate and propose solutions for complex cases in liaison with line managers.
Provide day-to-day performance management guidance to line management, including but not limited to coaching, counseling, career development, and disciplinary actions.
Align HR initiatives with long-term business goals to include succession planning, workforce development, and talent strategy.
Support organizational change initiatives and assist teams with adapting to new processes or structures.
Act as a facilitator for employee issues and provide solutions to workplace challenges.
Apply HR metrics and analytics to create strategies and measure the impact of HR initiatives.
Advise managers and executives on people-related decisions and leadership development.
Knowledge of local, state, and federal laws and regulations.
Partners with the legal department as needed or required.
Influence and gain trust with leaders and employees.
Perform other duties as directed.