HR Business Partner

About Us

Sparks is a leading global brand experience agency, specializing in the design and execution of award-winning experiences that forge deep connections between brands and audiences. Recognized by Adweek as Experiential Agency of the Year, we bring a unique blend of strategic insight and execution excellence to every brand activation, corporate event, trade show exhibit, and immersive experience. Our commitment to creativity, innovation, and flawless execution drives us to craft impactful experiential marketing solutions that deepen relationships, inspire action, and build trust—all around the world.

Summary

The HR Business Partner (HRBP) is a trusted advisor to business leaders, providing guidance on people-related matters that impact team performance and engagement. This role focuses on implementing HR strategies, supporting organizational changes, and ensuring alignment between business objectives and HR priorities. The HRBP collaborates closely with managers to address workforce needs, drive talent development, and foster a positive employee experience.

In addition, the HRBP fosters collaboration across the HRBP team and the broader HR function to ensure consistency in processes, timelines, and outcomes, while enhancing both employee and manager experiences. The role also plays a critical part in harmonizing policies and processes across The Freeman Company branded organizations, in partnership with the HR Director. This role is eligible to work a hybrid schedule, generally requiring 3 days per week in office based out of Philadelphia, PA.

Essential Duties & Responsibilities

Business Partnership

• Serves as a trusted advisor by demonstrating a thorough understanding of the business, current and future priorities, competition, and culture.
• Partner with leaders to understand business priorities and provide HR solutions that support team goals.
• Advise on workforce planning, talent management, and organizational effectiveness at the department level.
• Use HR data and metrics to identify trends and recommend actions.

Change Support

• Support organizational change by providing proactive guidance and recommendations to leaders on change management solutions.
• Support communication plans and help managers navigate change impacts on their teams, including restructuring activities, digital transformations, integrations, etc.

Employee Engagement & Culture

• Monitor employee feedback from our listening insights surveys; identify insights and partner with leaders to address concerns and drive a positive employee experience.
• Partner with leaders to develop engagement survey action plans and execute on those commitments to drive improvements year over year.
• Partner with leaders on retention strategies, including holding effective stay interviews.
• Works closely with employees and leaders to improve work relationships, build morale, increase productivity, and maintain high retention.
• Promote and embed a safety-first culture across teams by partnering with leadership to integrate safety moments, training, recognition, and behaviors into day-to-day operations.

Talent Management and Recruitment

• Support talent reviews, succession planning, and development programs to build our talent pipeline and critical role succession.
• Provide coaching to managers on performance management and career development.
• Assist leaders and employees in completing our annual goal setting and performance review processes.
• Support recruitment activities across the business as we continue to grow our team in support of current and future requirements.

Compensation & Rewards

• Partner with Total Rewards to ensure fair and competitive pay practices.
• Advise managers during our annual merit, bonus, and promotion process to drive effective compensation decisions that align with strategy, internal equity, and external market data.

Employee Relations and Compliance

• Manage and resolve complex employee relations issues.
• Conduct effective, thorough, and objective investigations in partnership with key stakeholders.
• Identify patterns and recommend corrective actions to reduce risk.
• Provide HR policy guidance and interpretation.

HR Operations and Process Improvement

• Lead and…