Principal HR Business Partner

The Principal HR Business Partner (HRBP) is a high-level strategic role responsible for aligning long-term business strategy with human resources programs to drive organizational success. The position formulates deep partnerships to deliver value-added services that reflect the business objectives of the organization. The Principal HRBP maintains an expert level of business literacy regarding the business’ financial position, midrange plans, and competition.

This role serves as the primary HR lead for integration and de-integration projects and acts as the central HR point of contact for Market HR leaders. The candidate must be business-focused with a strong analytical orientation and the ability to navigate a matrix-oriented, fast-paced environment.

• Success in this role comes from your expertise in coaching and your ability to build credibility with executive-level leaders to drive strategic change.
• This role is the primary HR lead for all integration and de-integration efforts. This means you must be comfortable managing business and fiduciary needs during periods of change, often while navigating high levels of ambiguity.
• This role will act as the central HR point of contact for Market HR leaders who do not report to you. You must thrive in a matrix-oriented environment where you balance corporate strategy with the unique needs of localized markets.
• This is a high-level strategic role that requires an expert level of business literacy. You will be expected to understand the company’s financial position and plans just as well as you analyze HR metrics.
• Because HOPCo operates across multiple jurisdictions—including AZ, FL, WI, PA, and CT—you must maintain in-depth knowledge of varying legal requirements. You will frequently partner with the legal department to navigate these complex, multi-state employment matters.
• You will manage and resolve complex employee relations issues and conduct objective investigations. This requires the analytical orientation to look past surface-level conflict and develop programs or policies that improve long‑term morale and productivity.

• You enjoy the challenge of a fast‑paced environment where you must set strategic direction rather than just follow a manual.
• You find satisfaction in coaching senior leadership through succession planning and career development.
• You are energized by the complexity of formulating policy and implementing new strategies in direct partnership with senior leadership.
• If you prefer to lead through a traditional hierarchy with direct reports, the lack of supervision exercised in this role may feel frustrating.
• If you require a static routine, the integration and de‑integration efforts and high levels of ambiguity will likely lead to burnout.
• If you prefer the simplicity of a single legal jurisdiction, the requirement to manage federal and state employment laws across multiple jurisdictions (like PA, CT, and FL) may feel overwhelming.

• Provides high-level strategic consultation and executive coaching to C‑Suite and Senior Leadership to align long‑term business strategy with human resources programs to drive enterprise success.
• Designs and oversees the implementation of enterprise‑wide HR programs and strategic initiatives that reflect the long‑term business objectives of the total organization.
• Acts as the primary HR lead for all integration and de‑integration projects, overseeing the strategic design of business transitions, fiduciary oversight, and complex organizational restructuring.
• Serves as the central HR point of contact and strategic lead for Market HR leaders, ensuring total organizational alignment between corporate strategy and localized market operations.
• Expertly manages and resolves highly complex, enterprise-level employee relations issues and conducts investigations into high‑risk, sensitive, or executive-level workplace matters.
• Provides expert guidance to senior leadership on enterprise-level performance management, including high-level succession planning, leadership development pipelines, and organizational design.
• Analyzes high-level…