Hr Business Partner Jobs

About The Position

Requirements

• At least five years of progressive human resources experience, including at least two years performing HR Business Partner-level responsibilities independently—regardless of formal job title—with direct responsibility for manager coaching, performance management, employee relations, and workplace investigations.
• Demonstrated ability to coach managers at different levels, challenge thinking respectfully, and hold leaders accountable for timely action.
• Strong working knowledge of employment practices and the judgment to recognize when a matter requires escalation, legal guidance, or executive approval.
• Experience supporting compensation decisions, talent reviews, succession planning, organizational design, or job leveling.
• Excellent written and verbal communication skills, including the ability to set clear expectations and make complex or sensitive issues understandable and actionable.
• High emotional intelligence, authenticity, discretion, and the ability to build trust without avoiding candid conversations.
• Strong ownership, organization, urgency, and follow-through; able to manage multiple priorities, make sound decisions, and independently move work forward while holding themselves and others accountable for commitments.
• Comfort working in a small, hands-on HR team where priorities can change and every team member contributes beyond a narrow specialty.
• Bachelor’s degree or commensurate professional experience.

Nice To Haves

• Experience in a global organization or supporting employees through an employer-of-record arrangement.
• Experience with UKG Pro, ADP, Payfactors, SharePoint, or comparable HR systems and collaboration tools.
• Experience designing or delivering manager training.
• Professional HR certification, such as SHRM-CP, SHRM-SCP, PHR, or SPHR.

Responsibilities

• Partner with managers on organizational and role design, job leveling, salary recommendations, offer decisions, promotions, transfers, reorganizations, and other employment changes.
• Coach managers on leadership, expectations, performance, progressive discipline, employee relations, accommodations, mediation, and return-to-work matters.
• Conduct prompt, thorough, and objective workplace investigations; respond to employee-relations concerns; document findings; recommend action; and carry matters through resolution.
• Lead manager-facing involuntary offboarding processes, including case preparation, decision support, communication planning, and coordination with HR teammates and other stakeholders.
• Facilitate manager expectations training, leadership development, succession planning, annual talent reviews, and manager implementation of approved talent decisions.
• Lead manager training, calibration, follow-up, and bonus-process communication during annual compensation cycles.
• Translate approved policy and compliance requirements into clear manager actions, tools, and communications, while escalating policy interpretation, material risk, and exceptions to the VP of Human Resources.
• Support international manager issues, employer-of-record employment changes, and implementation of international HR requirements in partnership with internal and external resources.
• Maintain the HR SharePoint site and respond to the HR inbox according to areas of ownership.
• Coordinate across roles both within the HR department and cross-functionally when a process includes employee communication, manager judgment, system administration, compliance interpretation, or Executive Leadership Team approval.
• Step into work outside the normal scope of the position when needed to support the team, meet deadlines, or address shifting workload.

Benefits

• Medical, dental, and vision insurance
• 401(k) with company matching
• Health Savings Account and Flexible Spending Account options
• Short-term and long-term disability insurance
• Employee Assistance Program
• Paid vacation, holidays, and sick time
• Educational reimbursement
• Hybrid work options