HR Business Partner

Position Summary:

The HR Business Partner serves as a trusted advisor to leaders and employees, partnering with the business to align people strategies with organizational goals. This role provides hands-on HR support across the employee lifecycle, with a focus on employee relations, performance management, talent development, workforce planning, organizational effectiveness, and the consistent application of HR policies and practices.

The HR Business Partner will work closely with department leaders and the broader People Team to understand business needs, identify opportunities to improve the employee experience, and develop practical people solutions that support both employees and organizational objectives. This individual will also partner with HR Operations, Payroll, Benefits, and other internal teams to ensure HR processes are executed effectively and that employee data and systems support informed decision-making.

The ideal candidate is a proactive, approachable HR professional who can build strong relationships with leaders, exercise sound judgment in sensitive employee matters, and balance day-to-day HR support with longer-term organizational needs.

PLEASE NOTE: This is a fully remote position and can be performed from anywhere within the United States. We welcome candidates from all U.S. time zones; however, preference will be given to candidates in the Chicago area who can work on a hybrid schedule. 

Key Responsibilities:

• HR Business Partnership & Leadership Support
  • Serve as a trusted HR advisor to department leaders and managers, providing guidance on employee-related matters and people strategies.
  • Develop strong relationships with business leaders to understand team goals, challenges, organizational needs, and workforce priorities.
  • Partner with leaders on organizational changes, team structure, workforce planning, and other people-related initiatives.
  • Provide coaching and guidance to managers on effective leadership, employee communication, performance management, and application of HR policies.
  • Identify trends, risks, and opportunities within assigned teams and proactively recommend solutions.
  • Partner with the broader People Team to ensure a consistent and effective approach to HR practices across the organization.
    
• Employee Relations & Performance Management
  • Provide guidance and support on employee relations matters, including performance concerns, workplace conflicts, attendance issues, and policy interpretation.
  • Coach managers through performance management conversations, documentation, corrective action, and other sensitive employee situations.
  • Conduct or support workplace investigations as appropriate, partnering with leadership and other HR stakeholders when needed.
  • Help managers navigate difficult employee conversations while promoting a fair, consistent, and respectful employee experience.
  • Monitor employee relations trends and recommend proactive strategies to address recurring issues.
    
• Talent Management & Employee Development
  • Partner with leaders to identify talent needs, succession considerations, development opportunities, and retention risks.
  • Support performance review and talent management processes, including goal setting, calibration, and development planning.
  • Help managers identify opportunities to strengthen employee engagement, development, and retention.
  • Partner with Talent Acquisition on workforce planning, hiring needs, organizational changes, and internal talent movement.
  • Support onboarding and new hire integration from a manager and employee experience perspective, ensuring new hires are effectively integrated into their teams.
    
• Employee Lifecycle & Organizational Support
  • Provide HR guidance throughout the employee lifecycle, including onboarding, promotions, transfers, compensation changes, leaves, performance management, and offboarding.
  • Partner with HR Operations to ensure employee changes and HR transactions are accurately reflected in Dayforce and other HR systems.
  • Review and approve employee changes as appropriate, ensuring alignment with company policies and established processes.
  • Support organizational changes, including restructures, team transitions, and changes in reporting relationships.
  • Partner with managers and employees to resolve questions and navigate HR processes effectively.
    
• HRIS, Data & Reporting
  • Utilize Dayforce and other HR systems to access employee data, analyze workforce trends, and support business decisions.
  • Partner with HR Operations to ensure employee data is accurate and HR transactions are completed appropriately and timely.
  • Leverage HRIS reporting and dashboards to provide leaders with meaningful workforce insights.
  • Identify trends in areas such as turnover, headcount, performance, compensation, and employee demographics and translate data into actionable recommendations.
  • Partner with HR Operations and other stakeholders on HRIS enhancements, process improvements, and system implementations as needed.
    
• Compensation, Benefits & Policy Guidance
  • Partner with leaders and employees to provide guidance and education regarding compensation practices, benefits, leave programs, and HR policies.
  • Support compensation review processes, including promotions, salary adjustments, and other employee changes.
  • Partner with the People Team to ensure policies and practices are applied consistently and appropriately.
  • Stay informed on employment regulations and HR best practices and help ensure HR practices remain compliant.
    
• Employee Engagement & Organizational Effectiveness
  • Partner with leaders to assess employee engagement, team dynamics, and organizational effectiveness.
  • Help develop and implement initiatives designed to improve employee engagement, retention, communication, and culture.
  • Analyze employee feedback and workforce data to identify opportunities for improvement.
  • Support company-wide People initiatives and help translate broader HR strategies into practical solutions for individual teams.
  • Serve as an advocate for a positive, inclusive, and consistent employee experience.

Minimum Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or a related field, (or equivalent work experience).
• 4+ years of progressive HR experience, with experience providing HR support or partnership to managers and employees.
• Demonstrated experience advising managers on employee relations, performance management, and HR policies and practices.
• Strong interpersonal and relationship-building skills, with the ability to establish credibility and trust with leaders and employees.
• Strong judgment and discretion when handling confidential and sensitive employee matters.
• Ability to manage multiple priorities, work independently, and operate effectively in a fast-paced environment.
• Strong written and verbal communication skills.
• Proficiency in Microsoft Office Suite, particularly Excel.

Preferred Qualifications:

• Experience working in an HR Business Partner, HR Generalist, or similar consultative HR role.
• Experience supporting organizational change, workforce planning, talent management, or employee engagement initiatives.
• Experience with Dayforce (Ceridian) or another HCM/HRIS platform.
• Experience using HR data, reporting, and analytics to identify trends and support business decisions.
• Familiarity with employment laws, wage & hour requirements, and general HR compliance.
• PHR, SHRM-CP, SHRM-SCP, or other relevant HR certification.

Pay Transparency Statement:

The anticipated pay range for this position is $90,000-$110,000 annually.

At Strongpoint Partners, our salary ranges reflect the minimum and maximum base pay for the posted position applicable to all locations across the US. Within the posted salary range, individual pay is determined by the geographic location, job related skills, experience, education, and certifications. Our total compensation package includes base pay plus a comprehensive benefits program.