Human Resources Business Partner

Summary

Partners closely with senior leadership and line managers to deliver HR services that support the company exceeding business goals, driving employee engagement, and enabling talent development within a multi-site, multi-state, dynamic, fast-growing company.

Essential Duties and Responsibilities

HR Partner & Trusted Advisor

• Builds and maintains trusted advisor relationships with senior leaders and managers to influence decision-making and drive organizational effectiveness
• Partners with leadership to align people strategies with business objectives, including workforce planning, organizational design, and capability building.
• Leverages people analytics and business insights to identify trends, diagnose issues, and recommend data-driven solutions.
• Leads execution of core HR processes (performance management, talent reviews, engagement surveys), ensuring quality, consistency, and business alignment.
• Guides leadership through change management and organizational design efforts tied to program expansions, reorganization, and contract transitions.
• Identifies opportunities to enhance employee experience and implement scalable, sustainable improvements.
• Collaborates with colleagues in compensation, benefits, talent acquisition, and training & development to implement scalable HR programs and initiatives.

Employee Relations

• Serves as a subject matter expert on employee relations, employment laws, and company policies, ensuring compliant and consistent application across the organization.
• Manages and resolves complex employee relations issues, conducting thorough investigations, documenting findings, and implementing appropriate resolutions.
• Assesses and mitigates organizational risk by identifying trends and proactively recommending preventative strategies.
• Advises leaders and employees on a wide range of workplace matters, balancing legal compliance, company values, and business needs.
• Partners with legal and senior HR leadership as appropriate on high-risk or sensitive matters.
• Facilitates offboarding processes, including exit interviews, and analyzes trends to inform retention and engagement strategies.

Talent Management & Employee Development

• Partners with leaders to assess organizational capability, identify skill gaps, and develop talent strategies to support current and future business needs.
• Drives succession planning and talent pipeline development for critical roles.
• Supports identification and development of high-potential employees.