Human Resources Business Partner

What you’ll do :-

• Act as the trusted people advisor to a business unit, function, or site, turning business goals into workforce plans, org designs, and people priorities
• Coach leaders and managers through hiring, performance, feedback, team conflict, restructures, and change, with practical advice they can use that day
• Handle employee relations from first complaint to resolution, including investigations, accommodations, performance improvement plans, and separations, with fairness and discretion
• Advise on federal and state employment law (FLSA, FMLA, ADA, Title VII, EEOC, WARN, and state and local requirements such as pay transparency and paid leave), and know when to bring in counsel
• Partner with Talent Acquisition on headcount planning, hiring strategy, interview quality, and offers that are competitive and equitable
• Lead annual cycles for performance reviews, calibration, promotions, merit increases, and compensation planning, working with Total Rewards on pay bands and market data
• Run succession planning, talent reviews, and development plans so high performers see a future here
• Use people analytics (Workday, UKG, ADP, Rippling, BambooHR, Visier, Power BI, Tableau, or similar) to spot attrition, engagement, pay equity, and hiring trends and recommend action
• Drive engagement, inclusion, and belonging efforts, including listening sessions, survey action plans, and employee resource groups
• Support M&A integration, reorganizations, layoffs, and return-to-office or remote policy changes, including communications and manager toolkits
• Partner with Legal, Compliance, and Safety on audits, OSHA, I-9, EEO-1, and affirmative action requirements where applicable
• Use AI-assisted tools carefully to speed up policy drafting, case summaries, survey analysis, and manager guidance, protecting employee confidentiality and applying your own judgment to every people decision
• At senior levels, shape HR strategy, mentor other HRBPs, and advise executives and the board on culture, workforce risk, and organizational design

Find your level :-

• Level Typical experience What you’ll own
• Associate HR Business Partner - 0-3 years : Employee questions, onboarding and offboarding, leave and accommodation support, review cycle logistics, and basic investigations, learning with a dedicated mentor and a paid path to your SHRM-CP or PHR
• HR Business Partner - 3-8 years : Owning HR for a department, business unit, or site, coaching leaders, running employee relations, and leading compensation, talent, and engagement programs
• Senior HR Business Partner - 8+ years : Partnering with senior leaders and executives, leading complex investigations and org changes, shaping workforce strategy, and mentoring HRBPs

Promotion criteria are written down at every level, with regular career conversations. Many of our HR professionals have moved into HR director, total rewards, talent management, employee relations, people analytics, and CHRO-track roles.

What you bring

Must have :-

• Working knowledge of US employment law and HR fundamentals, including employee relations, recruiting, compensation, and performance management
• Hands-on HR experience from a job, internship, volunteer role, or military leadership position
• Sound judgment, confidentiality, and the composure to stay fair and steady in sensitive conversations
• Confidence to advise and challenge managers respectfully, with clear communication in writing and in person
• Bachelor’s degree in Human Resources, Business, Psychology, Organizational Development, or a related field, or equivalent experience. We care about what you can do
• Authorization to work in the United States

Nice to have (not required) :-

• SHRM-CP, SHRM-SCP, PHR, or SPHR certification, or progress toward one (we cover exam fees, prep courses, and recertification)
• Workplace investigation, mediation, or coaching training
• Experience with HRIS and analytics tools such as Workday, UKG, ADP, Rippling, or Visier
• Knowledge of compensation, pay equity, benefits, or global mobility
• Experience supporting remote, hybrid, or multi-state workforces
• Familiarity with union environments, labor relations, or collective bargaining
• Experience with M&A integration, reductions in force, or org design
• A master’s degree in HR, I/O Psychology, or an MBA, valued especially at senior levels
• Industry background in [tech, healthcare, retail, manufacturing, financial services, life sciences, logistics, higher education, government contracting, hospitality, etc.]
• Spanish fluency, an asset for bilingual teams and regions [if applicable]
• Security clearance or willingness to obtain one for government contract roles [if applicable]
• Willingness to travel to sites and offices [if applicable]