Human Resources Business Partner

We are looking for a dynamic, full-cycle HR Business Partner (HRBP) to join our growing team. In this dual-impact role, you will act as a strategic talent consultant to our business leaders while actively driving our end-to-end recruitment lifecycle. You will serve as the bridge between business objectives and people strategies—ensuring we attract top-tier talent, maximize employee engagement, and build a sustainable, scalable workforce.

The ideal candidate possesses strong business acumen, excels at building relationships across all levels, and enjoys the hands-on execution of full-cycle recruiting as much as guiding long-term HR strategies.

• Full-Cycle Recruitment: Manage the end-to-end recruitment process for assigned business units, including sourcing, screening, interviewing, coordinating offers, and onboarding.
• Hiring Manager Partnership: Collaborate closely with department heads to scope out roles, align on target profiles, design interview questions, and establish clear hiring guides.
• Sourcing Strategy: Build a proactive pipeline of diverse, qualified candidates using Linked In Recruiter, job boards, professional networks, and employee referral programs.
• Candidate
  
  Experience:
  
  Ensure an empathetic, transparent, and stellar candidate journey from initial outreach to the final offer decision.
• Employer Branding: Represent the company at networking events and manage our presence on recruiting platforms (Indeed, Linked In, etc.) to enhance our talent brand.

• Strategic Advisory: Serve as a trusted advisor to managers and leadership, providing proactive guidance on team structures, workforce planning, and organizational design.
• Employee Relations: Manage and resolve complex employee relations matters; conduct thorough, objective investigations and provide fair, compliant resolutions.
• Performance & Talent Development: Guide managers through annual performance review cycles, career mapping, succession planning, and the implementation of Performance Improvement Plans (PIPs).
• Manager
  
  Coaching:
  
  Actively coach people managers on leadership best practices, giving feedback, resolving conflicts, and navigating change.
• Retention & Engagement: Analyze engagement metrics and turnover data to design initiatives that boost morale, strengthen company culture, and minimize turnover.
• Compliance: Ensure all HR policies, recruiting processes, and employee practices remain compliant with local, state, and federal employment laws.

• Experience: 4 to 6+ years of progressive HR experience, with a proven split between Full-Cycle Recruiting and HR Generalist/HRBP roles.
• Education: Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field (or equivalent practical experience).
• Certifications (Preferred): SHRM-CP, SHRM-SCP, PHR, or SPHR certifications are highly valued.

• ATS & HRIS Systems: Hands‑on proficiency with Applicant Tracking Systems and HRIS platforms.
• Business Acumen: Deep understanding of how business units function and how headcount metrics tie directly to organizational success.
• Communication & Discretion: Exceptional interpersonal skills with the ability to navigate delicate, high‑stakes workplace situations with high emotional intelligence and absolute confidentiality.
• Adaptability: A "builder" mindset with the agility to pivot seamlessly between strategic consulting and tactical execution.