Human Resources Business Partner (HRBP)

State of North Carolina•Morganton, NC

4d•$67,122 - $117,465•Onsite

About The Position

The Human Resources Business Partner (HRBP) is responsible for providing strategic, consultative HR services to leadership, managers, and employees. Collaborates with leadership on culture-building strategies, and long-term workforce planning to support recruitment, engagement, and retention. Works to identify, establish, and track key HR metrics to evaluate program effectiveness, organizational competency gaps, and provide analysis for strategic decision-making. Monitors functional team deliverables, engages in problem resolution and contributes to process improvement. Collaborates with DHHS HR Leadership and Operational Services on change management, efficiencies, and key HR initiatives. This position is located at J. Iverson Riddle Developmental Center.

Requirements

Bachelor’s degree, typically in Human Resources or related field from an appropriately accredited institution and at least 4 years of experience in human resources with some experience in an HR lead position; OR equivalent combination of education and experience.
Strong knowledge of HR laws, policies, organizational practices, and the ability to interpret and apply them across strategic and operational contexts.
Skill in partnering with leaders on policy decisions, workforce planning, organizational culture, and overall organizational effectiveness.
Ability to analyze, interpret, and present HR metrics and workforce data to support informed, strategic decision-making.
Strong skills in identifying issues, improving processes, monitoring deliverables, and enhancing HR operations.
Effective relationship-building and communication skills to work across HR and operational teams, convey guidance and insights, and support employee relations and development needs.

Responsibilities

Providing strategic, consultative HR services to leadership, managers, and employees.
Collaborating with leadership on culture-building strategies and long-term workforce planning to support recruitment, engagement, and retention.
Identifying, establishing, and tracking key HR metrics to evaluate program effectiveness, organizational competency gaps, and provide analysis for strategic decision-making.
Monitoring functional team deliverables, engaging in problem resolution, and contributing to process improvement.
Collaborating with DHHS HR Leadership and Operational Services on change management, efficiencies, and key HR initiatives.