Human Resources Business Partner

Human Resources Business Partner

The Human Resources Business Partner (HRBP) plays a strategic and hands-on role in supporting leaders and employees across designated departments. This role focuses on advancing workforce planning, talent acquisition, employee engagement/relations, training, and benefits education. As a trusted advisor to both leadership and staff, the HRBP ensures that HR strategies are aligned with organizational goals, promoting a workplace culture rooted in respect, equity, and continuous improvement.

• Recruitment & Onboarding
• Collaborate with hiring managers to define job requirements, post openings, screen candidates, and conduct interviews.
• Guide the full-cycle recruitment process, ensuring equitable and efficient hiring practices.
• Conduct reference checks, background screenings, and prepare offer documentation.
• Lead onboarding and facilitate New Hire Orientation, delivering policy and benefits education.
• Employee Engagement & Retention
• Champion initiatives that drive employee satisfaction, wellness, and inclusion.
• Facilitate stay interviews, new hire check-ins, and pulse surveys to gather feedback and inform action plans.
• Act as a point of contact for conflict resolution and workplace concerns, promoting a positive employee experience.
• Support retention efforts through coaching, conflict resolution, and proactive relationship-building.
• Employee Relations & Compliance
• Provide guidance on HR-related issues including conduct, corrective action, and performance concerns.
• Investigate and document employee relations matters while ensuring compliance with applicable laws and policies.
• Support FMLA, ADA, and other leave of absence processes, including documentation and return-to-work coordination.
• Ensure accurate processing of garnishments, child support orders, and other employment-related legal notices.
• Benefits & HRIS Support
• Assist employees in understanding benefit offerings, qualifying events, and Open Enrollment.
• Coordinate benefit enrollments, changes, terminations, and monthly invoice reconciliation.
• Maintain accurate data in the HRIS and support reporting needs related to workforce metrics, turnover, and engagement.
• Collaborate with Payroll and Finance on data entry, payroll registers, benefit deductions, and adjustments.
• Workforce Planning & Talent Management
• Partner with department leaders to assess workforce needs and develop staffing plans aligned with organizational objectives.
• Use data to analyze turnover trends, capacity planning, and internal mobility to inform hiring and succession strategies.
• Support performance management cycles, goal setting, and individual development planning.
• Learning & Development
• Partner with managers to assess training needs and support the delivery of department-specific and organization-wide programs, to foster a learning culture focused on professional growth.
• Coordinate and track delivery of department-specific and organization-wide learning initiatives.
• Monitor training compliance and evaluate program effectiveness.
• HR Tools, Systems & Reporting
• Manage and maintain HR tools and trackers, including SharePoint, Fresh service, onboarding and offboarding checklists, and Smart Sheets.
• Prepare and support internal and external audits.
• Ensure timely and accurate documentation of HR transactions and compliance activities.

• Collaboration:
  Builds effective partnerships across teams; communicate openly and respectfully.
• Character & Integrity:
  Maintains confidentiality and demonstrates ethical decision-making in all situations.
• Organizational Awareness: Understands and supports organizational goals; identifies HR opportunities to add value.
• Leadership:
  Models professionalism and inclusiveness, serves as a culture ambassador and role model.

Education & Experience

• Associate degree in Human Resources, Business, or related field required; bachelor's degree preferred.
• At least 3 years of progressive HR experience, with focus on at least three of the following: recruiting, employee engagement, workforce planning, training, or benefits.
• One year experience with HRIS systems (e.g., ADP, Paycom) and experience with HR reporting is strongly preferred.

Skills & Abilities

• Demonstrated ability to build credibility and trusted relationships with leaders and employees at all organizational levels.
• Excellent judgment and ability to manage sensitive and confidential information.
• Strong coaching, conflict resolution, and consultation skills.
• Excellent written, verbal, and…