HR Business Partner; Onsite

Essential Duties & Responsibilities Strategic HR Partnership

• Understand and build relationships with client groups, maintaining a positive approach and posture of trusted advisor to influence strategic HR decisions and practices.
• Serve as a member of leadership teams in respective client groups, attending leadership meetings to align HR initiatives with departmental priorities.
• Review key business performance targets and their related talent implications with business leaders.
• Review organizational structures periodically to ensure roles and reporting lines support business objectives, structuring teams to support efficiency and continuous improvement.
• Provide necessary guidance and coaching to leaders on effective leadership practices.
• Partner with other HRBPs and HR team members to identify and drive the sharing of best practices across functions to facilitate consistency and continuous improvement.

• Utilize talent management processes and provide guidance to department heads to identify skill gaps and solutions to address those gaps.
• Facilitate periodic talent review meetings to evaluate leaders and complete succession plans, identifying a roadmap to developing employees and building bench strength.
• Support leadership in the refinement of individualized development plans (IDPs) for high‑potential employees and track progress against milestones.
• Partner with OTD to identify appropriate leadership and employee development training sessions for leaders and their teams.
• Support business unit leaders in providing employees with development opportunities that align with current and future performance standards.

• Actively reinforce and promote organizational values in interactions with client groups.
• Conduct employee interviews (check‑ins and exit interviews) to gather feedback on workplace climate.
• Identify solutions to support improvement of critical organizational effectiveness and development needs (e.g., engagement, team dynamics, role clarity).
• Collaborate with HR Operations as needed to manage investigations into workplace issues, ensuring legal compliance and timely resolution.
• Support leaders in managing employee performance discussions.
• Utilize feedback from employees to influence the continuous improvement of HR services and processes, including engagement surveys, training feedback and other ad‑hoc feedback tools.
• Remain informed of state, federal and applicable ex‑US countries' employment laws and regulations, customs and competitive practices.

• Support managers in forecasting and planning their talent pipeline requirements in line with the function or business strategy.
• Advise and coach hiring managers on best practices related to job descriptions, interviewing, onboarding and candidate experience.
• Work with HR Generalists to prioritize and fill critical roles.
• Support redeployment or retraining plans during reorganization, product launches, facility consolidation, etc.
• Support and effectively implement appropriate pay, benefits, incentive, separation and severance programs.
• Conduct job evaluation to determine appropriate job leveling and compensation.

• Lead and support organizational change initiatives.
• Communicate effectively with stakeholders to manage resistance to change.
• Assess the impact of change on employees and the organization.

• Review monthly turnover, absenteeism, overtime and other reports and work with leaders to translate data into meaningful actions.
• Track employee engagement survey results and create action plans with department leaders to address low‑scoring areas.
• Prepare HR dashboards for leadership, highlighting trends and recommended interventions.
• Present HR metrics, initiatives and progress to leadership as needed.
• Perform various other duties as assigned.

• Substantial business acumen.
• Clear, comprehensive understanding of the link between talent and other HR initiatives and business strategy.
• Ability to develop clear, actionable steps in support of an overall business strategy.
• Ability to identify new ways for HR to…