HR Business Partner B2B

Position Summary:

 The HR Business Partner – B2B is the dedicated HR partner for the B2B organization. Its top priority is to source proactively and get qualified candidates in the door as quickly as possible. This role partners with B2B leadership on workforce planning, position development, recruiting, and compensation plans so the business has the talent it needs, when it needs it. The role reports to the VP of Human Resources and sits fully within the HR function. It applies company policies, processes, and standards while working day to day inside B2B’s operations.

 Responsibilities:

 Talent Acquisition

·       Proactively source candidates through job boards, LinkedIn, referrals, industry networks, trade associations, schools, and community partners.

·       Build and maintain active talent pipelines for critical and recurring B2B positions, including skilled trades roles, to minimize time-to-fill.

·       Lead full-cycle recruiting, from intake and sourcing strategy through screening, interviews, and offer, with a focus on speed and candidate quality.

·       Respond to candidates quickly, move them through the process promptly, and remove bottlenecks with hiring managers.

·       Track and report recruiting metrics, including time-to-fill, pipeline volume, source effectiveness, and offer acceptance rate.

·       Coach hiring managers on structured interviewing, selection criteria, and compliant hiring practices.

·       Follow established Talent Acquisition processes and systems to keep hiring consistent with company standards.

Workforce Planning & Position Development

·       Partner with B2B leadership to forecast staffing needs against business goals, growth plans, and budget.

·       Develop new positions, including role design, job descriptions, and leveling recommendations aligned with the company job title catalog.

·       Prepare position justifications for new and backfilled roles for leadership approval.

·       Evaluate org structure and role design to recommend changes as the business evolves.

Compensation & Staffing Cost Controls

·       Recommend starting pay and lead offer negotiations within approved salary ranges and guidelines.

·       Monitor B2B headcount and labor costs against budget, and flag variances to B2B leadership and HR.

·       Support internal equity and leveling reviews for B2B positions.

Employee Relations

·       Route employee relations concerns from B2B employees and managers to the Director of HR Operations.

·       Provide business context and coordinate with HR Operations as needed during the resolution of employee relations matters.

HR Partnership & Integration

·       Participate in B2B’s daily operations and leadership meetings as the embedded HR resource.

·       Roll out HR policies, programs, and training across B2B, including onboarding, performance reviews, and engagement initiatives 

·       Report regularly on B2B people metrics, including open positions, time-to-fill, turnover, and labor costs.

·       Identify process gaps and recommend improvements in partnership with the broader HR team.

·       Maintain confidentiality and professionalism when handling sensitive employee and business information.

 Qualifications

·       Bachelor’s degree in Human Resources, Business Administration, or related field required.

·       5+ years of progressive Human Resources experience, including at least 2 years in an HRBP or generalist role supporting a business unit.

·       Demonstrated full-cycle experience, including offer negotiation.

·       Proven track record or proactive sourcing and filling positions quickly, with demonstrated use of sourcing tools such as LinkedIn Recruiter and job board resume searches.

·       Experience with workforce planning, budgeting, or headcount management.

·       Strong analytical skills; advanced proficiency in Microsoft Office, especially Excel and Power BI.

·       HRIS experience required; UKG experience preferred.

Ideal Candidate

·       Enjoys helping employees and supporting managers.

·       Well organized and service-oriented.

·       Comfortable balancing administrative work with process improvement.

·       Proactive, accountable, and responsive.

·       Builds trust across all levels of the organization.

·       Thrives in a growing company environment.

·       Experience or interest in skilled trades.

Physical Environment:

·       Work is performed remotely and onsite at campus locations based on business needs.

·       When working remotely, the incumbent must maintain a secure, distraction-free workspace with reliable high-speed internet access.

·       On-site work is performed mainly in a temperature-controlled office environment, with some work completed in classroom or shop settings.

·       Incumbent may sit for long periods of time at a desk or computer terminal.

·       Incumbent may use standard office equipment, including computer, telephone, and video conferencing tools.

·       Stooping, bending, twisting, and reaching may be required.

·       Travel up to 5% to campus locations/B2B on-site meetings may be required.