Human Capital Business Partner

Job Summary

The Human Capital Business Partner (HCBP) partners with assigned business units to provide human capital consultation, guidance, and support aligned with business objectives. This role applies knowledge of talent management, workforce planning, employee relations, performance management, compensation, organizational effectiveness, and employee development to support leaders and employees throughout the employee lifecycle.

Job Summary:

The Human Capital Business Partner (HCBP) partners with assigned business units to provide human capital consultation, guidance, and support aligned with business objectives. This role applies knowledge of talent management, workforce planning, employee relations, performance management, compensation, organizational effectiveness, and employee development to support leaders and employees throughout the employee lifecycle.

The HCBP works closely with People Leaders (PLs), Business Unit Leaders (BULs), Talent Acquisition, Learning & Development, and other Human Capital team members to implement Human Capital programs and initiatives. This role analyzes human capital data, identifies trends, and provides recommendations to support employee engagement, talent development, organizational effectiveness, and business performance.

The HCBP serves as a primary Human Capital contact for assigned business units and supports employee relations, talent management, performance management, onboarding, workforce planning, and acquisition integration activities.

• Assists People Leaders (PLs) and Business Unit Leaders (BULs) in developing and implementing team strategies that support long and short-term organization goals.
• Partners with PLs and BULs to understand business objectives and support implementation of Human Capital strategies that align with organizational goals.
• Uses data and analytics to identify trends and make informed decisions and recommendations on performance, engagement, recruitment, training, and compensation.
• Monitors team and organizational structure to identify areas for improvement; recommends and implements solutions to optimize team performance.
• Serves as a key point of contact between business units and HC Leadership; reports regularly on business unit needs, progress, performance, and outcomes.
• Advise PLs and BULs of recommendations on HC policies and procedures to support the business and ensure legal compliance.
• Supports business units through organizational changes, workforce transitions, and new initiatives by providing guidance, communication support, and change management assistance.

• Assists leaders in administering policies and programs meant to foster a positive and productive work environment.
• Analyzes ER data and trends to identify and report on potential issues, develop preventative strategies, and advise HC Leadership on recommended solutions.
• Provides guidance and coaching to managers and employees on human capital-related matters, ensuring alignment with corporate policies, goals, and objectives.
• Conducts employee relations investigations and partners with Human Capital leadership and legal counsel as needed on complex or high-risk matters.
• Develops communication cascades regarding employee status changes; partners with Marketing + Communication to develop communication strategies for information dissemination and messaging to Harris employees.
• Remains current on the company’s organization structure, personnel and employment policies, and federal and state laws regarding employment practices.
• Assists BULs in analyzing, interpreting, and delivering Employee Engagement survey results;
  Partners with BULs on strategy development and implementation for improving employee engagement.

• Partners with leaders on performance management opportunities; assists in developing a performance improvement plan (PIP) where appropriate.
• Supports implementation and continuous improvement of the performance management process and provide feedback regarding effectiveness and opportunities for enhancement.
• Partners with business unit leaders to conduct and implement team organization development, workforce or succession planning conversations and plans, performance management strategies and talent development initiatives as developed by the HC team.
• Assists in identifying BU skill gaps and…