Human Resources Business Partner

The HR Business Partner serves as a strategic and hands-on partner to the Incident Based segment leader, with primary HR responsibility for Aperture’s Incident Based teams. This role works closely with leaders and employees to align people strategies with business objectives and is accountable for talent management, training and development, employee relations, culture and engagement, compliance, and the people side of the segment’s financial performance.

The HRBP also leads the HR side of new acquisitions and integrations, partnering with Corporate Human Resources and business leadership to support continued growth and organizational effectiveness.

This role is a true partner to the Incident Based segment leader, someone who knows the business, its people, and its numbers, and who takes shared ownership of the segment’s success. When the segment thrives, this role has done its job.

Reports to:

HR Director – Field Operations, with a dotted-line relationship to the Incident Based segment leader.

P&L and Business Performance Shares accountability with the Incident Based segment leader for the segment’s operational and financial results, including billable hours, utilization, revenue, and expenses.

Analyzes workforce trends, HR metrics, and business performance data to identify risks and opportunities, and drives people strategies that improve segment results.

Serves as the primary HR Business Partner for assigned Incident Based teams, partnering with business and regional leaders to align people strategies with operational goals.

Goal Alignment Sets annual HRBP goals jointly with the regional/segment leader so that HR and business priorities are aligned and measured together.

Reviews progress against shared goals with the segment leader on a regular cadence and adjusts plans as business needs change.

Talent Management Owns staffing plans and their execution for the segment, partnering with Recruiting and business leaders to forecast needs, fill roles, and maintain appropriate staffing levels.

Leads the segment’s internship program, including planning, intern placement, and conversion of interns to full-time hires

Builds and maintains succession plans for key roles in the segment

Owns performance management for the segment, coaching leaders on setting expectations, giving feedback, and addressing performance issues.

Leads execution of the performance review cycle, ensuring reviews are completed on time and with quality.

Manages the annual merit process for the segment, partnering with leaders and Corporate HR on recommendations, budget, and communication.

Manages promotions for the segment from recommendation through approval and implementation.

Prepares and processes Personnel Action Forms (PAFs) accurately and on time.

Maintains accurate and complete employee profiles in Paycom for the segment.

Training and Development Partners with leaders and employees to create and track Individual Development Plans (IDPs).Owns onboarding for new hires in the segment, ensuring a consistent, high-quality experience from day one Leads the 30/60/90-day check-in process for new hires and uses what is learned to improve onboarding and retention

Employee Relations Manages employee relations matters, including investigations, coaching, corrective action, and policy interpretation.

Culture Champions the segment’s culture and is accountable for engagement and retention results.

Leads the DISC strategy for the segment, using DISC to strengthen communication, teamwork, and leadership effectiveness.

Drives participation in Amplify across the segment.

Leads the Employee Engagement Survey for the segment, sharing results with leaders and owning the resulting action plans.

Compliance Ensures the segment complies with applicable…