Human resources Business Partner

Human Resource Business Partner

The Human Resource Business Partner (HRBP) at Cushing Terrell is the day-to-day HR contact for people managers, project managers, and employees within an assigned client group. This is a hybrid or in-office role. You will carry out core HR processes with growing independence, partnering closely with the Senior HR Manager, who leads coaching and development, succession planning, organizational design, and high-risk investigations.

What does this role involve day to day? You will answer manager and employee questions, support the performance management cycle, handle routine employee relations matters, check in with new hires, and pull ADP Workforce Now reports on headcount, turnover, and review completion. Because Cushing Terrell is an integrated architecture, engineering, and design firm, much of the work involves understanding project-based delivery, billable work, and how team members are staffed and shared between supervisors and project managers.

What will you help build? You will help leaders hire, develop, support, and retain the teams that deliver client work. As the firm grows through acquisitions, you will also help welcome employees from firms that join Cushing Terrell, supporting Day 1 logistics and serving as a go-to HR contact during their first 100 days. Along the way, you will contribute to HR projects that turn manual processes into repeatable ones.

The expected salary range for this position is $84,000 to $98,000 annually.

• Bachelor's degree in Human Resources, Business, Organizational Development, Industrial/Organizational Psychology, or a related field, or an equivalent combination of education and experience
• 5+ years of progressive HR experience
• Experience supporting employees across multiple states and geographies
• Working knowledge of core HR disciplines, including performance management, employee relations, and onboarding, plus federal employment law and exposure to multi-state compliance
• Sound judgment and discretion with confidential information, including knowing when to act and when to escalate
• Clear written and verbal communication, including explaining policy and process in plain language to technical professionals
• Proficiency with HRIS platforms such as ADP Workforce Now and Microsoft 365, including Excel for basic reporting

• SHRM-CP, SHRM-SCP, PHR, or SPHR certification
• Experience in professional services, architecture, engineering, design, or other project-based environments
• Exposure to onboarding or integrating employees from an acquired company
• Comfort pulling and summarizing reports and spotting trends worth raising
• Strong organization across multiple priorities and deadlines in a high-volume workload
• Steadiness through change in a firm that is growing, acquiring, and building new processes

Did you know that some people hold back on applying to jobs if they don't meet 100% of the listed requirements? We don't want you to hold back! If you check most of the qualifications above and believe you could successfully do the work, we encourage you to apply!

• Serve as the first point of contact for managers and employees in your client group, answering questions clearly and promptly and escalating complex matters to the Senior HR Manager.
• Support the performance management cycle, including goal setting, check-ins, annual reviews, and talent calibration, tracking completion and drafting performance improvement plans for Senior HR Manager review.
• Guide managers and project managers on feedback, documentation, and development conversations, helping them coordinate input for the team members they share.
• Handle routine employee relations matters with empathy and discretion, apply policies consistently, and support workplace investigations by scheduling interviews, gathering documentation, and taking notes.
• Partner with Talent Acquisition and HR Operations on hiring and onboarding, check in with new hires through their first 90 days, and conduct stay and exit interviews to surface retention risks.
• Support the integration of employees from acquired firms, including Day 1 onboarding, policy acknowledgments, benefits enrollment communications, HRIS setup, and check-ins during their first 100 days.
• Pull and summarize ADP Workforce Now reports on headcount, turnover, and performance cycle completion, maintain accurate employee data, and raise trends to the Senior HR Manager.
• Support multi-state…