HR Business Partner

Are you an HR professional who thrives at the intersection of people, strategy, and business?

We’re looking for a Human Resources Business Partner (HRBP) who can do more than interpret policies and process paperwork. We’re looking for someone who can build trusted relationships, solve complex people challenges, coach leaders, champion employees, and help shape the future of our organization.

In this role, you’ll serve as a strategic partner and trusted advisor to designated business units—connecting business priorities with people strategies that strengthen engagement, productivity, retention, and organizational performance.

If you’re someone who can walk into a challenging employee relations situation, bring calm and objectivity to the conversation, and walk away with a thoughtful solution, we want to meet you.

• Serve as an internal HR consultant and strategic partner to assigned business units.
• Build strong, collaborative relationships with leaders and employees.
• Provide guidance on employee relations, performance management, organizational development, and workplace concerns.
• Coach and mentor leaders to help them become stronger people managers.

• Lead thorough, objective investigations and resolve complex employee relations matters.
• Help managers navigate performance concerns, disciplinary actions, conflict resolution, and workplace challenges.
• Represent the organization in unemployment claims.
• Partner with Legal when appropriate to minimize risk and ensure sound decision-making.

• Analyze HR trends, metrics, and workforce data to identify opportunities and recommend solutions.
• Prepare and maintain internal and external reports.
• Partner with HR and leadership teams to develop programs, policies, and strategies based on organizational needs.
• Maintain strong business acumen and understand the financial position, culture, competition, and midrange plans of assigned business units.

• Manage full-cycle recruitment for assigned business areas, including new-hire orientation and onboarding.
• Partner with leaders on workforce planning, succession planning, restructuring, and talent management.
• Provide performance management guidance and coaching.
• Identify training and development needs and partner with leaders to address them.
• Evaluate training programs and follow up to ensure learning objectives are achieved.
• Support initiatives that strengthen employee engagement, workplace relationships, productivity, and retention.

• Serve as an advocate for employees while balancing organizational goals and business needs.
• Help create a workplace where employees feel heard, supported, respected, and empowered to succeed.
• Provide benefits administration support, including claims resolution, change reporting, invoice approvals, and employee communication.
• Promote a culture grounded in collaboration, accountability, inclusion, and respect.

• Maintain current knowledge of federal, state, and local employment laws, regulations, and HR best practices.
• Develop, revise, implement, and interpret HR policies and procedures.
• Conduct periodic HR audits to ensure compliance.
• Ensure assigned areas meet applicable compliance and audit requirements, including CARF and ODJFS requirements.
• Keep role descriptions current and reflective of actual responsibilities.

• Lead and participate in special projects and cross-functional teams.
• Identify opportunities to improve HR processes, programs, and employee experiences.
• Participate in professional development opportunities, conferences, seminars, and HR networking events.
• Serve as a coach and mentor to colleagues within the HR department.

• Bachelor’s degree in Business Administration, Human Resources, or a related field.
• At least 3 years of experience resolving complex employee relations issues.
• Excellent organizational skills and exceptional attention to detail.
• Ability to interpret and apply applicable employment laws, regulations, policies, and guidelines.
• Proficiency with Microsoft Office Suite or comparable business software.

• 4+ years of professional-level HR experience.
• SHRM or HRCI certification.
• Working knowledge across multiple HR disciplines, including:
  • Employee and labor/union relations
  • Compensation practices
  • Performance management
  • Organizational development and diagnosis
  • Diversity and inclusion
  • Talent management
  • Federal and state employment laws

• Think strategically while still enjoying the details.
• Build relationships quickly and earn trust naturally.
• Can have difficult conversations with empathy, professionalism, and confidence.
• See employee challenges as opportunities to improve the organization.
• Use data and insights—not just instinct—to make recommendations.
• Are comfortable balancing employee advocacy with business priorities.
• Embrace change and can help others navigate it.
• Communicate clearly with everyone from front-line employees to senior leaders.
• Approach sensitive situations with discretion, integrity, and sound judgment.
• Enjoy collaborating across departments and turning ideas into action.