Human Resources Business Partner

We are seeking an experienced Human Resources Business Partner (HRBP) to join the HR team of a growing international organization in Virginia Beach, VA.

This position is ideal for a senior-minded HR professional who enjoys operating as a strategic advisor to business leaders while remaining comfortable with hands-on HR responsibilities. The HRBP will partner closely with leadership on workforce strategy, employee relations, organizational effectiveness, engagement, talent initiatives, and day-to-day HR matters.

The successful candidate will bring strong HR generalist experience, sound employee-relations judgment, executive presence, and the ability to translate business priorities into practical people strategies.

• Serve as a trusted HR advisor to senior leaders and business stakeholders.
• Translate business priorities into workforce, talent, engagement, and employee-experience strategies.
• Advise leadership on organizational design, leadership effectiveness, workforce challenges, culture, and change initiatives.
• Support workforce planning, budgeting, merit planning, talent reviews, and succession planning.
• Identify workforce risks and opportunities involving capacity, capability, engagement, performance, and retention.
• Coach leaders and reinforce accountability for people, culture, and performance outcomes.

• Provide guidance on complex employee-relations and performance-management matters.
• Conduct or support investigations and recommend fair, consistent, and compliant solutions.
• Coach managers through difficult employee situations and organizational challenges.
• Identify potential employee, leadership, retention, and compliance risks.
• Maintain a high level of confidentiality, objectivity, ethics, and professional judgment.

• Support the employee lifecycle from onboarding through development, engagement, and retention.
• Analyze employee feedback and engagement information to identify opportunities for improvement.
• Develop and implement targeted engagement initiatives and action plans.
• Support employee surveys, pulse checks, focus groups, communications, and culture initiatives.
• Coach leaders on practices that strengthen trust, inclusion, engagement, and performance.

• Partner with leaders on hiring strategies, workforce planning, organizational capability, and role design.
• Contribute to succession planning and leadership-development discussions.
• Partner with internal HR stakeholders on compensation, benefits, talent acquisition, and employee development.
• Help create effective onboarding and early-tenure experiences that improve productivity and retention.
• Lead or contribute to organizational change and continuous-improvement initiatives.

• Support effective HR operations and maintain accurate employee information within HR systems.
• Analyze workforce metrics related to headcount, hiring, attrition, engagement, costs, and other HR KPIs.
• Prepare reports and insights that support leadership decision-making.
• Identify opportunities to improve, automate, or streamline HR processes.
• Support employee inquiries, vendor coordination, annual HR cycles, and other operational requirements.

• 5+ years of progressive Human Resources experience.
• Previous HR Business Partner experience or strong senior-level HR generalist experience.
• Demonstrated experience partnering directly with senior leaders.
• Strong employee-relations and performance-management experience.
• Proven ability to lead HR initiatives, projects, or organizational change.
• Experience managing multiple projects, priorities, and deadlines.
• Ability to collect, analyze, synthesize, and communicate HR/workforce data.
• Proficiency with Microsoft Office, including Excel, PowerPoint, Word, and Outlook.
• Strong written, verbal, presentation, and interpersonal communication skills.

The ideal candidate can operate comfortably at both the strategic and tactical levels. You can advise an executive on a complex workforce issue and then personally execute the HR work necessary to move the solution forward.

You should be able to demonstrate specific examples of:

• Building credibility and trusted relationships with senior leadership.
• Leading HR initiatives and organizational change.
• Managing challenging employee-relations situations.
• Influencing leaders and constructively challenging decisions when appropriate.
• Improving employee…