HR Business Partner

Human Resources Business Partner

The Human Resources Business Partner serves as the primary Human Resources advisor for assigned business units and work groups. The position partners with leaders to understand business and workforce needs, identify risks and opportunities, and deliver practical Human Resources solutions that support organizational performance, employee engagement, and the Company's strategic objectives.

The HR Business Partner independently manages employee relations matters, workplace investigations, recruiting, performance management, workforce planning, and other Human Resources activities within assigned areas of responsibility. The position regularly handles highly sensitive and confidential employee and business information and must consistently demonstrate sound judgment, neutrality, professionalism, and a high degree of discretion.

The HR Business Partner is expected to take initiative, adapt to changing priorities, independently own assigned projects, and contribute to the continued development of the business, the Human Resources department, and their own professional capability. The position works collaboratively with leaders, employees, Human Resources colleagues, Legal, Labor Relations, and other business partners.

Essential Functions:

Business Partnership

• Serves as the primary Human Resources contact and advisor for assigned business units and work groups.
• Develops a strong understanding of business operations, objectives, workforce needs, and organizational challenges.
• Partners with leaders to develop and implement Human Resources solutions that support business performance, employee engagement, and organizational effectiveness.
• Coaches and advises leaders on employee relations, performance management, workforce planning, staffing, policy interpretation, and organizational concerns.
• Identifies emerging workforce, talent, employee relations, and organizational risks before they adversely affect the business.
• Uses sound business judgment to balance employee needs, operational requirements, Company policy, and legal considerations.
• Participates in leadership meetings, workforce discussions, business planning sessions, and other departmental meetings for assigned work groups.
• Builds trusted relationships with leaders and employees while maintaining appropriate professional boundaries and objectivity.
• Represents business needs and perspectives within the Human Resources department while supporting consistent Company-wide practices.
• Supports organizational changes, restructures, reductions in force, growth initiatives, and other workforce transitions as assigned.
• Ensures consistent implementation of Human Resources policies, practices, and programs within assigned work groups.

Employee Relations and Workplace Investigations

• Independently manages employee relations matters from intake through resolution.
• Independently plans, conducts, documents, and concludes confidential workplace investigations involving complaints, misconduct, policy violations, retaliation, harassment, discrimination, and other employee concerns.
• Develops investigation plans and prepares relevant, allegation-specific interview questions before conducting interviews.
• Conducts individual witness interviews in a manner that protects confidentiality, minimizes the risk of witness collusion, and supports an impartial fact-finding process.
• Maintains thorough, accurate, and timely documentation of interviews, evidence, findings, credibility considerations, and conclusions.
• Keeps investigations focused on the allegations and relevant facts while appropriately pursuing new information that may arise.
• Exercises neutrality, discretion, and independent judgment throughout the investigative process.
• Provides timely updates to Human Resources leadership and other appropriate stakeholders while protecting confidential information.
• Identifies when a matter should be escalated to the Senior HR Business Partner, Director of Human Resources, Legal, Labor Relations, or other appropriate leadership.
• Recommends appropriate corrective action and risk-mitigation measures based on investigation findings, Company policy, past practice, and applicable law.
• Maintains strict confidentiality regarding investigations, employee matters, business information, and privileged communications.
• Provides coaching and guidance to leaders regarding corrective action, documentation, conflict resolution, and employee concerns.
• Supports fair, consistent, timely, and legally compliant employment practices.

Recruiting, Onboarding, and Workforce Planning

• Partners with leaders to identify current and future staffing needs.
• Leads recruiting activities for assigned work groups, including intake meetings, job posting review, candidate screening, interview coordination, selection support, and offer development.
• Conducts Human Resources screening interviews to assess qualifications, communication, organizational alignment, and compensation expectations.
• Supports consistent use of structured…