HR Business Partner; HRBP

We're looking for a high-impact HR Business Partner to join our team in Rochester, NY!

If you are an HR Business Partner who thrives on real, measurable impact, loves navigating organizational change, and actively coaches, challenges and guides management to drive high value, we want you on our team. We are a lean, fast-moving HR department guiding our divisions through evolution and high growth. In this role, you will work hand-in-hand with our HR Manager to co-create sustainable talent programs and then take total ownership of driving and implementing them on the ground.

This is a "wear-multiple-hats" environment where your strategic coaching and hands‑on execution will directly drive business outcomes from day one.

Dedicated HR Business Partnering:
Understanding our business, operations, and talent hurdles, you’ll act as a true sounding board for management. You’ll provide day-to-day coaching and support, while possessing the business acumen and confidence to constructively challenge existing mindsets to drive modern, scalable business practices. You’ll collaborate with the HR Manager to design company wide HR Programs and take total ownership of driving adoption and execution of the programs within your designated business unit.

You’ll also partner with your designated business units to prepare for, implement, assess, and drive change for future growth & evolution.

Performance Management & Skills Based Development:
In this role, you’ll identify management and employee level skill gaps and deliver practical training on essential topics such as leadership, delivering feedback, managing conflict, etc. You’ll have responsibility to implement and facilitate performance management frameworks, moving leaders from informal feedback, towards structure, objective and documented talent calibrations. During our annual merit and bonus process, you’ll work closely with our managers, ensuring compensation recommendations are objective, data-backed, and aligned with company-wide budget frameworks.

Talent Strategy & Workforce Planning:
In this role, you’ll partner with our directors and managers to support organizational design transitions, defining clear roles, responsibilities, and decision-making rights. You’ll assist leaders identify critical role dependencies, mapping talent pipelines, and structuring future hiring plans.

Talent Acquisition:
In this role, you’ll own the full-cycle recruitment process (for designated business units) to include intake meetings, sourcing candidates, interviewing, and extending offers while ensuring a high-quality candidate experience. You’ll work with our team to define compelling job requirements and localized sourcing strategies that attract high-quality talent aligned with our evolving company culture. Building localized pipelines for critical or hard to fill roles and ensuring hiring alignment will be key!

Employee Relations:
Supporting our managers to resolve complex employee relation issues with a focus on coaching and constructively problem solving will be key. You’ll have responsibility to conduct throughout and objective investigations for complex employee relation issues, ensuring compliance while coaching managers on sustainable documentation and resolution.

• Bachelors Degree in Human Resources, Business, Psychology or related field. Masters Degree preferred.
• HRCI/SHRM-CP Certification preferred.
• 5-10 years of progressive HR experience with a proven track record in an HR Business Partnering role, or comprehensive manager role within a growing, fast paced, or mid-sized environment.
• Proven experience in consultative coaching and influence, to build immediate trust, advising management and constructively challenging existing mindsets with high emotional intelligence and diplomacy.
• Proven ability to thrive in dynamic environments, where processes are built and/or improved upon.
• Strong track record of partnering cross-functionally, working with different teams and business units.
• Foundational knowledge of change management principles, structured communication strategies and organizational frameworks.
• Solid, practical understanding of federal,…