As our organization continues to grow, so does the opportunity for Human Resources to make a meaningful impact on the business.
We're seeking an experienced HR Business Partner Leader to guide our Human Resources Business Partner team and help shape the next chapter of our people strategy. In this role, you'll advance a high-performing HR Business Partner organization that partners with leaders across the business to strengthen organizational capability, develop leadership talent, and drive business performance.
Reporting to the Vice President of Human Resources, you'll lead a talented team of HR Business Partners while continuing to evolve the HRBP function from trusted operational partners to strategic business advisors. You'll influence enterprise initiatives, guide organizational change, strengthen leadership capability, and build the organizational capacity that enables our business to grow and succeed.
If you're energized by developing leaders, solving complex business challenges, and helping organizations perform at their best, we'd love to hear from you.
Key Responsibilities
HR Business Partner Leadership
Lead, coach, and develop a high-performing team of HR Business Partners, setting clear expectations and driving accountability
Partner with the Vice President of Human Resources to continue evolving the HRBP function and expand the team's impact across the business
Strengthen the team's consulting, business, and leadership capabilities through coaching, development, and continuous improvement
Standardize practices to strengthen the consistency and effectiveness of the HRBP function
Business Partnership & Organizational Effectiveness
Partner with business leaders to align people strategies with business priorities
Advise and coach leaders on organizational design, workforce planning, leadership development, and team effectiveness
Support organizational changes, acquisitions, and other business initiatives
Anticipate workforce challenges and develop practical solutions that support business performance
Talent Management
Lead talent review, succession planning, and performance management processes
Guide leaders in identifying high-potential talent, critical roles, and development priorities
Build leadership bench strength and promote internal talent mobility
Collaborate with Talent Acquisition and Learning & Development to align hiring and development strategies with business needs
Employee Relations & Compliance
Provide oversight for complex employee relations matters, investigations, and performance issues
Ensure consistent application of company policies and employment practices
Oversee EEO, Affirmative Action, and employment law compliance
Partner with Law to manage employment risk
Workforce Analytics & Insights
Use workforce data and trends to identify risks, opportunities, and priorities
Develop metrics and dashboards that support business and talent decisions
Measure and communicate the impact of the HRBP function
Required Skills & Competencies
Strong business acumen with the ability to connect people strategies to business performance
Proven ability to influence, coach, and build trusted relationships with leaders at all levels
Strong consulting, facilitation, and problem-solving skills
Ability to lead change and navigate complex organizational challenges
Strong analytical skills with the ability to use workforce data to inform decisions
Ability to balance long-term priorities with day-to-day business needs
Sound judgment, integrity, and discretion in handling sensitive matters
Minimum Qualifications
Bachelor's degree in Human Resources, Business, Organizational Development, or a related field required
10+ years of progressive Human Resources experience, including HR business partnership
5+ years of experience leading an HR Business Partner team or function
Experience leading organizational change and talent initiatives, including workforce planning, succession planning, or organizational effectiveness
Experience coaching senior leaders and influencing business decisions
Strong knowledge of employment law, employee relations, and HR compliance
Experience collaborating across Human Resources functions to deliver integrated people solutions
Compensation Range:
$122,000.00 - $182,000.00As an EEO/Affirmative Action Employer, all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, veteran or disability status.
Braun Intertec strives to ensure that its careers web site is accessible to all. If you need assistance completing your online application, please email [email protected].
As an Equal Opportunity Employer, Braun Intertec is committed to providing reasonable accommodations for qualified individuals with disabilities and disabled veterans. If you need a reasonable accommodation to assist with your job search or application for employment, please e-mail us at [email protected]. In your e-mail, please include a description of the specific accommodation you are requesting as well as the job title and requisition number of the position for which you are applying.
Skills Required
- Bachelor's degree in Human Resources, Business, Organizational Development, or related field
- 10+ years of progressive Human Resources experience, including HR business partnership
- 5+ years of experience leading an HR Business Partner team or function
- Experience leading organizational change and talent initiatives (workforce planning, succession planning, organizational effectiveness)
- Experience coaching senior leaders and influencing business decisions
- Strong knowledge of employment law, employee relations, and HR compliance (EEO, Affirmative Action)
- Proven ability to influence, consult, facilitate, and build trusted relationships with leaders at all levels
- Strong analytical skills and experience using workforce data and metrics to inform decisions
- Experience collaborating across Human Resources functions (Talent Acquisition, Learning & Development)
Braun Intertec Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Braun Intertec and has not been reviewed or approved by Braun Intertec.
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Equity Value & Accessibility — Employee ownership via an ESOP allows employees to share in company performance as a long‑term value component.
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Retirement Support — A 401(k) with company match and profit sharing provides structured support for long‑term financial security.
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Healthcare Strength — Medical, dental, and vision coverage are offered alongside wellness initiatives, forming a comprehensive healthcare package.
Braun Intertec Insights
What We Do
Braun Intertec is proud to be an employee-owned geotechnical engineering, environmental consulting, and testing firm which has grown to over 1,000 employee-owners. Our vision is to be both the consultant of choice and employer of choice. At Braun Intertec, our employees own the company through an Employee Stock Ownership Plan (ESOP). Our employee-owner culture is a driver of our success. Because our employee-owners have a financial interest in the company, they have a vested interest in delivering quality services to our clients. The ESOP model is supported by developing programs that compensate, communicate to and inspire others to “think and act like owners.” We work to build a community of employee-owners through team-building events and activities. Our workplace is full of engaged employee-owners who value and encourage a healthy workplace. At our firm, we promote employee health to encourage a productive lifestyle both at work and at home. Our wellness initiatives continue to have a positive impact on the lives and well-being of our people. We offer a variety of health management resources and tools focused on diet, nutrition, exercise, education, and disease-management. In addition, we continue to identify tools that address the health needs and priorities that are important to our employee-owners
