HR Business Partner; CCL

The Human Resources Business Partner (HRBP) will be responsible for executing the Human Capital (People) Strategy for a specific business client group(s) or functional organization(s). Implements people and organizational solutions from an enterprise viewpoint and also measure/monitor the needs of employees through effectively building and developing relationships across all levels of the organization. This role partners closely with senior leaders and management to deliver impactful HR solutions, foster a high-performance culture, and drive organizational development initiatives.

The HRBP will utilize diagnostics to address and understand organizational dynamics to align with the business environment, implement and refine long and short-term continuous improvement activities while managing the day-to-day processes and requirements. The HRBP will work across multiple functions to deliver HR solutions in areas such as talent management, employee relations, workforce planning, and organizational development. This role requires strong leadership, relationship-building skills, and the ability to influence change and foster a high-performance culture.

• Strategic HR Partnership:
  Develop HR strategies to respond to business needs. Identify and utilize HR metrics (i.e. workforce data and trends, turnover, etc.) to diagnose and proactively address or anticipate potential challenges to the business. Collaborate with senior leaders and department heads to develop and implement HR strategies that align with business goals and drive organizational success. Partner with the HR COEs and leaders to formulate business plans, strategic workforce planning objectives and human resources guidelines that support specific needs for client groups.
  
  Provide leaders with ongoing consultation coaching, and best practices regarding business needs and challenges. Regularly follows up with leaders to review and update job descriptions to ensure they reflect current business needs and align with organizational structures.

• Talent Management & Development:
  Drive performance management processes, ensuring alignment with organizational goals and employee development needs. Partner with leadership to identify talent gaps, develop succession plans, and create programs to build a robust talent pipeline. Collaborate with learning and development teams to design and deliver targeted training programs that support employee growth and performance. Act as a trusted advisor to leaders, offering strategic HR support on issues including talent acquisition, retention, and performance management.

• Employee Relations:
  Develop a culture of trust where employees feel comfortable speaking up. Develop strategies to monitor employee and team dynamics to ensure adherence to our culture essentials. Partners with ER Manager to support business with resolution of employee issues and investigations, and creation of action plans to ensure compliance and a positive work environment. Advise the business on regulatory employment law (in concert with Legal).
  
  Foster a positive and inclusive work environment by promoting open communication and trust across all levels.

• Change Management & Organizational Development:
  Provide support and recommendations on change management initiatives in collaboration with leadership, ensuring smooth transitions during organizational changes, restructuring, or new processes. Lead initiatives to drive organizational effectiveness, including leadership development programs, team effectiveness interventions, and culture enhancement strategies. Partner with internal stakeholders to manage and implement change management strategies that align with business transformation efforts and improve employee engagement.
  
  Partner with leaders on small to large scale organizational realignments and other change management initiatives (i.e. reductions in force, mergers and acquisitions and other workforce actions).

• Cross-Functional Collaboration:
  
  Partner with the Talent Acquisition Team, Finance and business leaders to facilitate hiring plans and forecasts. Partner with LRC to deliver training/information sessions as needed. Partner with Compensation team on new job descriptions for evolving roles and functions. Work closely with Talent Development team, Compensation and business leaders to facilitate annual business initiatives to include the performance management, year-end compensation planning process and employee engagement survey results analysis/action planning, and talent management.

• Strong interpersonal skills with the ability to build relationships, influence decisions, and communicate effectively across all levels including senior

• Strategic thinking with the ability to develop and implement HR strategies that drive business success

• Strong problem-solving skills and the ability to address complex employee relations issues.

• Excellent organizational skills with the ability to manage multiple priorities in a fast-paced,…