Human Resource Business Partner

The Human Resource Business Partner functions in a strategic business partner role to provide and facilitate HR strategies and services. In this role you will serve as the primary HR contact to Department Head (s) and Senior Leaders of your assigned Business segment, business unit and operating units on all HR programs, and regularly provides HR status updates to the HR Management team. The HRBP will interact with all levels of the organization including managers, employees, and HR colleagues to ensure timely and effective delivery of HR services in supporting business initiatives. The role requires strategic, operational and project management skills ensuring HR remains an active contributor to the success and goals of your assigned Business segment, business unit and operating units. Utilizing your functional experience, flexibility, creativity, and project management skills, you will assist on special projects and new program development as needed. Must have excellent interpersonal, organizational, communication and presentation skills. Must be able to facilitate in meetings where emotions may be high. Must possess sound judgment and ability to listen, assess problems and arrive at good logical solutions that achieve an appropriate balance between sound HR practices and business needs. Must be confident, credible, professional, and well respected. Capable of managing multiple assignments/tasks concurrently. Must be able to work effectively and efficiently in a matrix management environment. Strategic Advisor Must be regarded by business leaders/managers as a qualified consultant/advisor in Human Resource practices. Provide thought leadership related to assigned client team and regularly update Senior Management while acting as a catalyst for sustained business performance, ensuring HR strategies are relevant and translated into concrete actions with tangible results. Act as a “talent agent” to help identify, develop, and deploy talent to meet short- and long-term business requirements. by partnering with management and COE teams to continually evaluate and develop employees within the organization including career planning, skill building and competency modeling. Use data analytics and external/internal insights to design innovative HR solutions based on short and long-term business needs. Performs talent and organization diagnostics to align with and drive strategy. Implements innovative solutions that deliver the highest value and impact. Business Coach & Consultant Quickly build and leverage strong relationships with business leaders to position HR priorities and influence business strategy. Ability to assess and communicate leaders’ blind spots and provide recommendations to overcome barriers. Build and maintain high degree of connectedness to employees and managers of all levels in assigned client groups to proactively draw out and identify areas of conflict, confusion, and barriers to effective productivity, engagement, and execution of strategic goals: Implement action plans and interventions, including coaching, counseling and mediation, using support resources as needed. Keep abreast of legislation affecting associate relations. Educate managers and support business practices to minimize risk to the company. Change Agent Own transformation process in partnership with business leaders. Utilize data analytics to anticipate change and measure impacts. Identifies risks to the delivery of the business strategy and brings the right resources forward to manage. Manage communications and project plans related to HR program deliver to assigned client organization to ensure thorough understanding and completion of programs on time/within acceptable timelines. HR / Business Liaison Identify need for HR Solutions and “broker” within the HROM to deliver integrated solutions. Lead initiatives ranging from complex to highly complex that have a significant impact. Innovate on existing programs to help leaders look around corners to drive success. Ensure Service are delivered (Time/Cost/Value/Quality) according to SLAs. Knowledgeable of processes and guidelines to guide associates and managers. Proactively leverage HR system data for client groups and other reporting vehicles to maintain high integrity of employee and organizational data; provide management information analysis using data and metrics that give insight on people issues including retention, performance management, engagement, and conflict. Proactively plan and carry out policies and practices for Human Resources in compliance with current state and federal law in supporting regional business plans and initiatives Artificial Intelligence Leverages AI‑driven tools to enhance talent acquisition, workforce planning, and employee experience. Applies generative AI solutions (e.g., M365 Copilot, recruiting automation platforms) to streamline sourcing, screening, and communication workflows. Interprets AI‑generated insights to support data‑driven decision‑making in HR strategy, trends, and performance management. Other duties as assigned Education High School Diploma/GED Bachelors and Master’s degree preferred Some experience may be substituted for some of the above education. PHR/SPHR preferred Work Experience 8+ years of relevant work experience 1+ years of supervisory/management experience. Knowledge, Skills and Abilities Strong decision-making capabilities with extensive experience interpreting information to make business decisions and recommendations Extensive experience partnering and using a consultative approach with stakeholders Creative, entrepreneur mindset that is solution orientated Global & Cultural effectiveness Business Acumen - understanding and applying information to contribute to the organization's strategic business and people plan. #DiscoverYourPath