H R Business Partner

• Partners with Talent Management and department directors to implement HR initiatives aligned with departmental needs and organizational objectives.
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• Analyze workforce trends and HR metrics to develop actionable solutions, programs, and policies in partnership with Talent Management.
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• Serve as the primary HR contact for assigned business units, facilitating HR programs and policies, resolving payroll and policy issues, and assisting with employee relations matters.
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• Handle employee relations issues confidentially and ethically, conducting investigations and collaborating with management to ensure consistent policy application. Provide managers with tools and guidance to coach employees effectively.

• Conduct exit interviews and provide feedback to improve organizational practices.

• Travel to satellite sites as needed to meet with directors or employees.

• Analyze employee and business unit performance to monitor progress toward goals and objectives.

• Participate in corporate initiatives, special projects, and other HR-related duties as assigned.

ESSENTIAL DUTIES AND RESPONSIBILITIES To successfully perform this role, an individual must be able to carry out each essential duty satisfactorily. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Key Responsibilities:

Collaborate with directors to assess staffing requirements, advise Talent Acquisition on job postings and recruitment strategies, review resumes, participate in interviews, and extend job offers to candidates.  Act as a liaison with Benefits and Compensation functions to ensure consistent application of policies, procedures, and compensation programs. Identify resources for HR intervention and support.  Advise leadership on hiring, terminations, disciplinary actions, promotions, and compensation decisions.

Additional Responsibilities: EDUCATION AND EXPERIENCE  Minimum of five (5) years of HR generalist experience.  Three to five (3–5) years of employee relations experience.  Working knowledge of multiple HR disciplines, including compensation practices, talent management, organizational diagnostics, employee relations, and federal and state employment laws.  Strong interpersonal skills with the ability to consult, partner with, and influence leaders across the organization.  

Ability to manage highly sensitive and confidential information.  Proficiency in Microsoft Office Suite (Word, Excel, Access, PowerPoint).
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