HR Business Partner I - Trilingual

Human Resources Business Partner I

The Human Resources Business Partner I (HRBP I) functions independently as an HR partner supporting assigned business units across the employee lifecycle. This role partners with employees and leaders at all levels of the organization to deliver both strategic and operational HR support in areas including employee relations, performance management, engagement, retention, talent development, and organizational effectiveness. The HRBP I serves as a trusted advisor to leaders by managing highly complex employee relations matters and performance issues end to end, influencing decisions through an HR and business lens, and proactively identifying solutions that support business objectives and the employee experience. This role requires strong judgment, business acumen, and the ability to work independently in a fast-paced, evolving environment.

Responsibilities:

• Partner with employees and leaders at all levels across assigned business units to provide strategic and day-to-day HR support throughout the employee lifecycle.
• Serve as a trusted advisor to leaders on employee relations, performance management, engagement, retention, career development, workforce planning, and organizational effectiveness.
• Manage highly complex employee relations issues and performance management matters end to end, including investigation, documentation, resolution, risk assessment, and leadership coaching.
• Influence leadership decisions through an HR and business lens, balancing employee experience, compliance, organizational consistency, and business needs.
• Provide consultation and coaching to leaders on performance concerns, corrective action, conflict resolution, team dynamics, and employee communications.
• Proactively identify issues, determine root causes, and implement solutions and process improvements that strengthen business outcomes and improve the employee experience.
• Analyze trends and metrics related to employee relations, attrition, engagement, performance, and feedback; provide insights and recommendations to leaders and HR leadership.
• Partner with leaders to execute core HR processes, including goal setting, talent planning, performance review cycles, succession support, performance improvement planning, and employee engagement initiatives.
• Coach leaders on company policies, leadership expectations, people practices, and change management to ensure consistent execution across the organization.
• Support organizational effectiveness by helping leaders assess team needs, improve communication, strengthen accountability, and drive performance.
• Lead sensitive employee investigations, partnering with HR leadership as appropriate.
• Ensure employee practices, documentation, and decisions are aligned with company policy, employment law, and compliance requirements.
• Serve as a point of contact on HR systems, tools, and programs used by assigned business units.
• Partner with Learning & Development to identify training needs and support leadership development initiatives.
• Support company-wide HR initiatives, change efforts, and program rollouts across assigned client groups.
• Perform other duties as assigned.

What we’re looking for:

• 5-7+ years of progressive Human Resources experience in employee relations, performance management, talent development, organizational effectiveness, or related HR functions.
• Experience in managing highly complex employee relations matters and performance management processes independently.
• Proven ability to function independently as an HR partner and support leaders at all levels of the organization.
• Demonstrated success influencing decisions through an HR and business lens.
• Proven ability to proactively solve problems, identify root causes, and implement effective, sustainable improvements.
• Strong business acumen and the ability to align HR guidance and recommendations with business priorities.
• Ability to manage sensitive matters with a high degree of confidentiality, professionalism, and discretion.
• Strong analytical skills with the ability to interpret data, identify trends, and make actionable recommendations.
• Working knowledge of HR policies, procedures, and applicable employment laws.
• Experience with HRIS platforms and other HR systems and tools.
• Excellent written, verbal, coaching, and interpersonal communication skills.
• Ability to manage multiple priorities, navigate ambiguity, and work effectively in a fast-paced environment.

Bonus Points: 

• CIPD, HRCI or SHRM Certification
• Experience facilitating instructor-led training.
• Working with employee populations across multiple states (if applicable) and/or countries.
• Management experience in HR or another business function.

Education: 

• Bachelor’s degree required.  

Travel: 

• 10%

Addendum A

Additional responsibilities for applicable roles:

What you’ll be doing:

• Builds and executes on wellness and benefit programming.
• Provide local expertise/guidance to recruiter and Compensation Manager as needed.
• Reviews benefit offerings on a regular cadence and makes recommendations to the Managing Director and (Sr.) HR Manager on more competitive benefit offerings.

What we’re looking for:

• Must be tri-lingual in Spanish, Portuguese and English.

Travel: 

• 25%

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