Human Resources Business Partner

Job Summary:

The Human Resources Business Partner (HRBP) is a critical role supporting HR/People Programs and aligning business objectives with employees and management across the company. Serving as both a strategic partner to business leadership and a first point of contact for employees, this role delivers high-quality support across HR operations, employee relations and compliance.

The HRBP works closely with business leaders to resolve workplace issues, manage employee relations concerns, and drive HR program performance. This role also manages day-to-day HR processes including leave of absence administration, ADA accommodation, onboarding and orientation, and the creation and maintenance of HR documentation. The HRBP partners with the Human Resources Manager and Sr. Human Resources Administrator to ensure a consistent, positive employee experience.

This position requires a strong technical foundation, attention to detail and the ability to produce accurate and timely results in areas where quality and compliance are critical. The ideal candidate approaches problem-solving using established systems and policies, communicates clearly and directly, and builds trust through clarity, accuracy and reliability.
What is expected in this role:
Strategic Partnership & Employee Relations

- Collaborate with business leaders to understand organizational and team goals; develop HR strategies that align with overall business objectives and programs such as onboarding, performance management, succession planning and separation.

- Provide strategic guidance and support to business leaders on the HR-related matters, ensuring administrative support for background HR needs.

- Manage employee relations issues including conflict resolution, disciplinary actions, grievance handling, and harassment claims in tandem with the HR administrative and business leaders.

- Conduct, oversee and manage workplace investigations in coordination with the HR Managers and General Counsel.

- Work with business leaders to identify and address team developmental needs such as training, coaching and team development, partnering with internal stakeholders to ensure effective execution.

- Facilitate smooth implementation and support transitions for change management initiatives to minimize disruption to team morale and operations.

HR Operations & Compliance

- Support employees across the full lifecycle and HR programs, including onboarding, leave of absence, performance management, benefits and separations.

- Own the Employee Onboarding Experience, including facilitating sessions, coordinating with cross-functional teams, and partnering with the Sr. HR Admin on tactical execution.

- Administer all leave programs (FMLA, state leaves, personal leave, etc.) in partnership with HRIS and in compliance with legal requirements across all 50 states.

- Manage the ADA accommodations process, including the interactive process, intake, documentation, communication and scheduling.

- Support HR compliance by maintaining, modifying, and managing company policies and procedures ensuring alignment between employee needs and organizational compliance requirements.

- Partner with the Human Resources Manager on the administrative delivery of HR programs and initiatives.

Engagement, Metrics and Programs

- Own and track HR KPIs and metrics related to employee engagement, retention, turnover, hiring, onboarding, training compliance, and other metrics as appropriate and needed.

- Own employee engagement initiatives such as surveys, feedback cycles and recognition programs within partnership teams, collaborating with HR, Leadership and administrative teams for delivery.

- Sponsor HR cross-functional committees and serves as the HR stakeholder to ensure programs are aligned with overall business objectives and strategy.

- Working Style & Competencies:

- Ability to balance multiple responsibilities in a fast-paced environment.

- Strong technic