We are seeking a highly skilled and results-driven strategic HR Business Partner (HRBP) with 5-7 years of experience to join our dynamic HR team. The ideal candidate will partner with leadership across multiple business units to drive people strategy, align HR initiatives with organizational goals, and provide actionable insights to enhance business performance. This role requires a deep understanding of business operations, a strong ability to influence, and a proven track record of developing and executing strategic HR solutions that foster organizational growth and colleague engagement. The HRBP must also possess a thorough understanding of federal, state, and local employment laws and regulations, ensuring compliance and risk mitigation across all HR practices.

 

Key Responsibilities:

 

Strategic HR Partnership

Collaborate with senior leaders and management teams to develop and execute HR strategies aligned with business objectives, ensuring the voice of all colleagues is considered in decision-making. Act as a trusted advisor to all levels of leadership, from front-line supervisors to executive management, providing tailored HR solutions to meet varying needs across the organization. Partner with leadership to identify people-related challenges and opportunities, offering strategic guidance that aligns with business goals and supports a high-performance culture. Ensure alignment between business goals and HR initiatives, leveraging HR COEs to implement specialized programs and services effectively.

 

Talent Management & Organizational Development

Collaborate with the Talent Management COE to lead talent development efforts, including performance management, career pathing, and succession planning. Support managers and colleagues in aligning individual goals with organizational objectives, fostering a culture of continuous learning and development. Work with Learning & Development (L&D) to create and implement training programs that enhance leadership skills and professional growth for colleagues at all levels, from entry-level to senior leadership.

 

Employee Relations & Workforce Optimization

Act as a key resource for employee relations, providing guidance on conflict resolution, performance issues, and workplace concerns for colleagues at all levels. Promote a positive work environment through proactive colleague engagement initiatives, ensuring the needs and concerns of both front-line staff and management are addressed. Conduct employee relations investigations in a timely and thorough manner, ensuring fairness, compliance, and resolution of issues. Work with Compensation and Talent Acquisition to ensure alignment of compensation structures, benefits, and recruiting strategies with organizational goals while maintaining market competitiveness. Ensure compliance with federal, state, and local employment laws and regulations, providing expertise and guidance to leadership and colleagues on legal and regulatory matters.

 

Inclusion & Diversity

Partner with the Inclusion & Diversity COE to implement programs that promote an inclusive work environment and support diverse talent acquisition, retention, and development. Advocate for and drive organizational initiatives that enhance diversity and inclusivity across all levels, ensuring fair opportunities for growth and advancement for every colleague.

 

Change Management

Lead and support change initiatives, providing guidance to colleagues at all levels to help them navigate organizational changes, whether from a leadership or operational perspective. Work with leaders to communicate and implement changes effectively, ensuring buy-in across the workforce and minimizing disruption.

 

Data-Driven Decision Making

Utilize HR analytics to track and measure the success of HR programs and initiatives, providing data-driven recommendations to improve outcomes for colleagues at all levels. Collaborate with HR COEs to ensure insights are used to make informed decisions that support the growth and development of colleagues, from entry-level to executive.

 

HR Program Implementation:

Lead the execution of key HR programs, in partnership with HR COEs, such as employee engagement surveys, leadership development, compensation and benefits strategies, and talent acquisition efforts. Ensure that HR programs are implemented effectively and that they address the needs of colleagues at all levels, from front-line staff to top-tier executives.

 

Qualifications:

Experience:

5-7 years of progressive HR experience with a focus on strategic HR business partnership, talent management, colleague relations, and organizational development. Experience working with colleagues at all levels, from front-line workers to senior leadership, is required.

 

Education
Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field. A master’s degree or HR certification (e.g., SHRM-SCP, SPHR) is a plus.

 

Skills

Strong business acumen with the ability to understand and align HR strategies with business objectives across diverse organizational levels. Proven ability to collaborate with and influence individuals at all levels of the organization, from front-line colleagues to executive leaders. Experience working closely with and leveraging HR COEs (Talent Management, L&D, Compensation, Talent Acquisition, Inclusion & Diversity) to implement comprehensive HR solutions. Exceptional communication, coaching, and interpersonal skills. Proficiency in HR software systems and HR analytics. Expertise in employment law and best practices in HR policies and procedures, including federal, state, and local regulations. Excellent problem-solving and conflict resolution skills. High level of integrity and confidentiality.

 

Preferred:

Experience in a fast-paced, global, or matrixed environment. Demonstrated ability to manage complex HR projects and lead initiatives that drive change across various levels of the organization.

 

Please note that this job posting includes salary information for the assigned target market range within the primary geographic region the requisition is posted. If the position is posted in multiple locations or is a remote position, the salary range may vary. Individual pay rates will, of course, vary depending on the job, department, and location, as well as the individual skills, experience, certifications, specific licenses, and education of the applicant.

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