HR Business Partner

HR Business Partner

Benesch is proud to announce the opening for an HR Business Partner in our Cleveland office! This position is hybrid and has work from home flexibility.

Position Summary

Do you thrive on being the point person to others and assisting them with their questions, concerns, needs and help them to develop, grow and succeed? Do you have solid experience providing human resources support to multiple locations with employee relations, coaching and performance management? Do you find excitement in being the "on the ground" HR support to an organization's employees?

Then our HR Business Partner opportunity is the position for you! Benesch is looking for someone to join our HR team and provide support to two specific locations to help Benesch's staff with their HR needs and help them reach their professional goals.

The HR Business Partner serves as a strategic and operational HR partner supporting designated offices and business services departments within the Firm. The HR Business Partner provides guidance and support across employee relations, performance management, talent development, organizational effectiveness, workforce planning, and HR operations. This role supports two offices within the Firm's six-office footprint and partners closely with office leadership, department managers, and firmwide HR leadership to foster a high-performance, collaborative, and client-service-oriented culture.

The HRBP also maintains oversight and partnership responsibilities for several business support departments and collaborates closely with others within the HR team on talent and professional development initiatives.

Essential Functions

1. Serves as a trusted advisor to office leadership and department managers on employee relations, performance management, organizational effectiveness, engagement, and talent strategy.

2. Partners with the HR leadership team to execute firmwide HR initiatives, policies, and strategic priorities across assigned offices and departments.

3. Drives organizational effectiveness initiatives by aligning talent strategies with business goals, operational needs, and employee development opportunities.

4. Supports organizational change initiatives, workforce planning efforts, and department restructuring activities as needed.

5. Manages employee relations matters with professionalism, discretion, and sound judgment, ensuring consistency with Firm policies and employment practices.

6. Conducts investigations related to workplace concerns and recommends appropriate resolutions in partnership with HR leadership and legal counsel when appropriate.

7. Provides proactive coaching and consultation to managers regarding employee performance, conflict resolution, communication, and team effectiveness.

8. Guides managers through performance management processes, including coaching conversations, performance improvement plans, and corrective action.

9. Partners with leadership to identify skill and competency gaps among support staff and recommends learning and development initiatives that build capability and confidence.

10. Partners with the Learning & Development Manager to identify training needs and support leadership development, employee engagement, and professional growth initiatives.

11. Promotes a positive employee experience and inclusive workplace culture aligned with Firm values.

12. Partners with department leaders and hiring managers in support of hiring needs including recruiting strategy, interviewing candidates, assessing fit, and providing input into hiring decisions.

13. Conducts new hire check-ins at the 30, 60, and 90-day milestones for assigned departments and locations to ensure a successful integration experience, identify development needs, and foster early engagement.

14. Participates in the offboarding process by conducting exit interviews, reporting on themes and trends, and supporting a smooth transition experience.

15. Ensures consistent application of HR policies, procedures, and employment practices across assigned offices and departments.

16. Maintains knowledge of federal, state, and local employment laws and ensures compliance with applicable regulations and Firm policies.

17. Collaborates effectively with colleagues across recruiting, benefits, payroll, and learning and development to deliver exceptional internal client service.

18. Participates in special projects and firmwide HR programs.

Qualifications

The Human Resources Business Partner should hold a bachelor's degree in Human Resources, Business Administration, or a related field; SHRM or HRCI certification is preferred. A minimum of seven years of progressive human resources experience is required, ideally within a legal, professional services, or other matrixed environment. The HRBP will bring experience supporting multiple office locations and business functions, along with strong skills in employee relations, coaching, and performance management.

They must be able to build credibility at all levels of the organization,…