Business HR Partner

About the role

The Business HR Partner will serve as a hands-on, strategic partner to division leadership to build and sustain a positive, inclusive, and high-performance work environment. This role focuses on culture, organizational structure, recruiting top talent, succession planning, leadership development, and core HR operations.

Responsibilities

• Use employee feedback, surveys, and HR analytics to assess the cultural climate and engagement levels; recommend and support implementation of actions to improve belonging, collaboration, and accountability.
• Foster an environment of open communication where employees feel heard, respected, and valued for their contributions.
• Coordinate and execute employee engagement activities and recognition efforts that promote connection, loyalty, and fun.
• Partner with leaders to define critical roles, identify high-potential talent, and support succession planning activities across the division.
• Identify learning needs and help design or source training that supports cultural alignment, leadership capability, and employee skill development.
• Support leadership development efforts (workshops, programs, coaching) to strengthen people leadership and reinforce company values.
• Coordinate and support the performance review process, ensuring goals are set, feedback is given, and development plans are documented and followed.
• Proactively partner with hiring managers to understand workforce plans and role requirements, aligning hiring needs with business goals.
• Execute the end-to-end recruiting process for assigned roles, including job postings, screening, interview coordination, and offer support, ensuring an excellent candidate experience.
• Help build and maintain talent pipelines through networking, sourcing, and relationships with external partners.
• Work closely with leadership on the creation and refinement of role profiles and job descriptions, ensuring clarity around responsibilities, expectations, and success measures.
• Own the onboarding experience for new hires, including offer coordination, new hire paperwork, background checks, I-9 verification, and new hire orientation that reinforces culture and expectations.
• Coordinate with corporate payroll to ensure accurate and timely payroll processing by validating HR data (new hires, terminations, status changes, pay changes, deductions) and reconciling discrepancies.
• Serve as a day-to-day HR point of contact for employees and managers on HR processes, policies, and benefits, escalating complex issues as appropriate.
• Maintain accurate employee records and ensure confidentiality and data integrity in HR systems.
• Function as a trusted resource for employees and managers, addressing concerns with professionalism, discretion, and fairness.
• Promote wellness initiatives and resources that support work-life balance and mental health.
• Partner with appropriate stakeholders to support workplace safety efforts and ensure compliance with OSHA and other relevant standards.
• Maintain working knowledge of HR best practices, employment law, and regulatory requirements; help ensure compliance with federal, state, and local laws and company policies.
• Support the communication, maintenance, and periodic review of HR policies and procedures to reflect best practices and business needs.
• Use HRIS and HR reporting tools to track key HR metrics (turnover, retention, time-to-fill, engagement indicators) and provide data-driven insights to leadership.
• Serve as a resource for HRIS usage for managers and employees, helping them navigate basic HR system tasks.

Requirements

• Bachelor’s degree and a minimum of three (3) years of progressive HR experience, or an equivalent combination of education and experience.
• Experience in generalist or business partner-type HR roles covering recruiting, onboarding, employee relations, and HR operations.
• PHR, SHRM-CP, or equivalent HR certification preferred.
• Ability to interpret data, analyze trends, and use insights to inform decisions and recommendations.
• Strong understanding of how HR initiatives support broader business strategy and division objectives.
• Excellent communication and relationship-building skills with the ability to work effectively at all levels of the organization.

Qualifications

• Ability to interpret data, analyze trends, and use insights to inform decisions and recommendations.
• Strong understanding of how HR initiatives support broader business strategy and division objectives.
• Excellent communication and relationship-building skills with the ability to work effectively at all levels of the organization.

Skills

• Interpreting data and analyzing trends to inform decisions and recommendations.
• Understanding how HR initiatives support broader business strategy and division objectives.
• Excellent communication and relationship-building skills.

Benefits

• Cultural alignment and employee engagement activities.
• Leadership development and training programs.
• Recruitment and talent acquisition processes.
• Onboarding and new hire orientation.
• Payroll processing and HRIS management.
• Employee relations and conflict resolution.
• Wellness initiatives and resources.
• Workplace safety efforts and compliance.

Pay

Compensation is competitive and commensurate with experience.

Schedule

Full-time position with flexible hours to accommodate business needs.