People & Culture Business Partner

Job Summary

Job Summary The People & Culture Business Partner serves as a strategic advisor to business leaders, helping organizations achieve their goals through workforce strategy, organizational effectiveness, talent planning, leadership coaching, and change leadership. This role partners closely with executives and business unit leaders to anticipate workforce challenges, drive organizational capability, and ensure people strategies support business performance. The PCBP acts as the face of People & Culture within the business while bringing the voice of the business back to the People & Culture organization to shape enterprise solutions.

This role thrives in complex, fast-paced environments and balances employee experience, business objectives, and Integrity's People First culture.

• Serve as the primary point of contact for company leadership and employees on workforce planning, talent development, employee relations, performance management, and situational guidance.
• Collaborate with P&C Centers of Excellence to deliver integrated talent, rewards, employee experience, and organizational solutions that support business objectives.
• Consistently leverage AI tools, including Microsoft Copilot, to support daily execution, improve efficiency, strengthen prioritization, and enhance the overall effectiveness of the PCBP role.
• Mediate and resolve employee relations issues in partnership with workforce investigation team and legal.
• Coach leaders on performance management, team effectiveness, leadership capability, change leadership, and difficult workplace situations.
• Consult with business unit leaders on promotions, transfers, and new hires in collaboration with Finance and when necessary, distribution leadership.
• Support core talent management initiatives, including annual performance management, succession planning, development planning, and continuous development tools.
• Facilitate team building and professional development workshops as needed based on leadership needs, including New Leader Assimilation, DISC, Situational Leadership, and similar programs in partnership with our Talent COE.
• Build trusted advisor relationships with leaders through proactive consultation and data-informed recommendations.
• Translate business strategies into actionable people plans.
• Proactively learn the unique dynamics, entrepreneurial legacy, operating history, and future-state priorities of each business unit to build credibility, trust, and context-rich partnership with leaders.
• Develop creative, practical, and business-aligned solutions in ambiguous situations where there may not be a clear precedent, policy reference point, or established path forward.
• Partner with leadership teams to assess current and future workforce needs, identify capability gaps, and develop workforce strategies that support business growth and critical role planning.
• Consult leaders on organizational design, team effectiveness, role clarity, decision-making structures, operating model alignment, restructuring needs, and organizational health.
• Leverage workforce data, talent insights, engagement feedback, and organizational metrics to identify trends, diagnose business challenges, measure outcomes, and influence strategic workforce decisions.
• Challenge and influence leaders to make decisions aligned with Integrity core values, business objectives, and talent strategy.
• Lead and support organizational change and transformation initiatives, including acquisitions, integrations, restructures, leadership transitions, workforce planning efforts, and enterprise transformation work.
• Actively participate in establishing, documenting, and continuously improving best practices, standard operating procedures, and consistent ways of working for the People & Culture Business Partner function.
• Demonstrate agility and scalability in response to evolving company priorities, transforming teams, changing structures, and continued business growth.

• 6+ years of progressive Human Resources Business Partner experience, preferably within a growth-oriented or highly matrixed organization.
• Demonstrated ability to serve as a trusted advisor to business leaders by translating business priorities into practical people strategies, workforce plans, and talent solutions.
• Strong employee relations judgment with the ability to exercise discretion, tact, and sound decision-making when navigating sensitive workplace matters, investigations, performance concerns, and leader…