HR Business Partner

Job Description

Objective: As an HR Business Partner (HRBP), you will work closely with business leaders to align HR strategies with overall business objectives. You will play a key role in influencing and advising leadership teams on HR practices, talent management, employee relations, organizational development, and more. You will act as a trusted advisor and partner to the business, ensuring HR initiatives drive performance, engagement, and retention. Key Responsibilities: Strategic HR Support: - Partner with leadership teams to understand business objectives, challenges, and opportunities, and proactively design HR strategies to meet those needs. - Align HR practices with business goals, ensuring that talent management, organizational development, and employee engagement initiatives contribute to the overall success of the organization. - Provide guidance on workforce planning, organizational design, and talent acquisition strategies to support business growth and scalability. - Contribute to the development of long-term strategies to drive employee engagement, retention, and performance. Employee Relations & Engagement: - Act as a point of contact for managers and employees, providing coaching, guidance, and support on employee relations matters. - Address and resolve employee concerns, mediate conflicts, and handle sensitive employee situations in a fair and equitable manner. - Drive initiatives to improve employee satisfaction, morale, and overall engagement across teams. - Foster a positive workplace culture that aligns with the company's values and mission. Talent Management & Development: - Support leadership in identifying talent gaps and development needs within teams and departments. - Work with managers to assess individual and team performance, identify training needs, and create development plans for employees. - Facilitate succession planning and talent development programs to ensure a strong pipeline of future leaders. - Advise on career development and performance management processes to ensure alignment with business goals. Performance Management: - Provide guidance and support in the implementation of performance management processes, including goal setting, feedback, and performance appraisals. - Collaborate with leadership to identify underperforming areas and design corrective action plans or development opportunities to improve team and individual performance. - Ensure performance management processes are aligned with business objectives and foster a culture of continuous improvement. Change Management & Organizational Development: - Support and manage change management initiatives by helping leadership navigate transitions, restructuring, and other organizational changes. - Advise on organizational development strategies, including team dynamics, leadership development, and aligning structure with business strategy. - Lead or support initiatives that foster a high-performance culture, improve communication across teams, and build organizational capabilities. HR Analytics & Reporting: - Use HR data and analytics to provide insights and recommendations to business leaders on talent trends, employee performance, engagement, and retention. - Track key HR metrics and provide regular reports to management to support decision-making and identify areas for improvement. - Assist in the design of employee surveys, gather feedback, and analyze data to identify organizational needs and opportunities for growth. Compliance & HR Policies: - Ensure that all HR practices comply with local, state, and federal labor laws, as well as company policies and procedures. - Advise managers and employees on policies related to employment, compensation, benefits, and other HR-related matters. - Stay updated on HR best practices, trends, and legal developments to ensure compliance and mitigate risks. Qualifications: Experience: - 5-7 years of experience as an HR Business Partner, HR Generalist, or in a similar role, with a proven track record of partnering with leadership to drive organizational effectiveness. - Experience in talent management, employee relations, performance management, and organizational development. - Strong knowledge of HR principles, practices, and labor laws, with the ability to apply them strategically'