Strategic Human Resources Business Partner

HUB International•San Diego, CA

4d•$130,000 - $150,000•Hybrid

About The Position

Strategic Human Resources Business Partner serves as a collaborative advisor/consultant to business leaders, driving human capital strategies that strengthen organizational performance and foster an inclusive, high-engagement culture. This role closely partners with regional and practice area leadership to translate business objectives into integrated workforce plans encompassing talent acquisition, performance enablement, leadership capability, cultural cohesion, and organizational effectiveness. The HRBP role operates with a high degree of autonomy, leveraging expert judgment, change-leadership, and strong business acumen to influence decisions, identify opportunities, mitigate risk, and deliver measurable outcomes.

Requirements

Bachelor's degree in Human Resources, Business Administration, or related discipline.
3-5 years as a Strategic HR Business Partner, currently serving in this role.
Demonstrated capability in workforce planning, organizational design, performance enablement, and leadership advisory.
Deep experience in employee relations and risk mitigation with sound judgment and confidentiality.
Fluency in HR data interpretation and metric-driven decision support.
Strong communication, influence, and relationship-building skills across all levels of the organization.
Proven ability to manage ambiguity, shifting priorities, and change in a fast-paced environment.

Nice To Haves

Advanced degree or HR certification (PHR, SHRM-CP or equivalent) preferred.
Proficiency with Workday or similar HRIS platforms is considered an asset.

Responsibilities

Develop and manage annual HR and workforce plans aligned to business strategies by line of business.
Provide strategic consultation on organizational design, talent optimization, succession pipelines, and growth planning, including integration support for mergers and acquisitions.
Build, analyze, and present workforce analytics and talent dashboards to support leadership decision-making and evaluate program effectiveness (monthly/quarterly).
Develop annual business plans by line of business and oversee ongoing workforce planning activities.
Partner with Talent Acquisition on recruiting, onboarding, and talent optimization strategies.
Participate in merger and acquisition activities as needed, including culture and workforce integration.
Support the development and sustainment of high-performing teams across the organization.
Lead periodic talent assessments (e.g., quarterly talent calibration).
Manage culture integration initiatives to strengthen organizational alignment.
Oversee employee development, engagement, recognition programs, and employee relations, including investigations and compliance.
Lead leadership capability building and development initiatives.
Partner with business leaders to support sales goals and operational priorities.
Collaborate with the Learning & Development team on professional, leadership, and technical training needs.
Partner with Corporate HR on compensation review cycles and market analysis.
Lead the performance management process, ensuring alignment with organizational goals.
Conduct stay and exit interviews to identify trends and influence retention strategies.
Support additional areas of focus and special projects as assigned (e.g., monthly manager trainings, Town Hall participation, survey development).
Coach leaders to build high-performing and diverse teams through enhanced leadership capability, accountability, and decision-making confidence.
Oversee end-to-end performance management, ensuring alignment to business priorities, continuous feedback, and equitable outcomes.
Partner with Talent Acquisition and Learning & Development to ensure seamless onboarding, targeted capability building, and career progression opportunities.
Lead initiatives that strengthen culture, inclusion, engagement, and retention across assigned client groups.
Conduct stay and exit interviews and translate insights into actionable recommendations.
Drive employee development, recognition programs, and change management activities that enhance organizational health.
Manage complex employee relations matters with rigor, discretion, and business pragmatism, including investigations, conflict resolution, and performance improvement actions.
Maintain up-to-date knowledge of employment legislation and ensure compliant and ethical practices across all people processes.
Act as primary liaison with HR Centers of Excellence to align strategies for compensation, benefits, learning, and talent development.
Lead or contribute to enterprise HR initiatives and special projects, such as manager capability programming, pulse surveys, and sales-support workforce strategies.
Mentor and support HR team members to elevate impact and consistency in service delivery.