HR Business Partner

Key responsibilities and impact areas

• Partners across HR functions to support business outcomes and enhance employee engagement, morale, and retention.
• Partner effectively with primary and partner HRBPs to support multiple lines of business, ensuring alignment, consistent HR guidance and a seamless employee and manager experience.
• Develop and implement strategic initiatives to support employee engagement, reduce turnover, and ensure consistent application of HR practices.
• Manage day-to-day employee relations issues and investigations; coach and advise managers and employees on performance, conduct, and workplace concerns.
• Analyze trends and leverage data (e.g., Tableau) to identify opportunities and develop targeted solutions for business improvement.
• Partner with business leaders during the annual performance review process to ensure accurate evaluations, address performance concerns, mitigate rating inflation, and promote consistency, responsible for review and final approval in accordance with established timelines.
• Collaborate with HR functions—including Compensation, Talent Development, Benefits, and Talent Acquisition—to ensure equitable compensation practices, identify development opportunities, manage leave and policy matters, and support consistent, compliant HR programs.
• Communicate and interpret HR policies and procedures for managers and employees while ensuring compliance with all applicable federal and state employment laws and regulations to mitigate organizational risk and uphold HR best practices.
• Actively pursue knowledge of trends, practices and developments in Human Resources.

Qualifications

• A Bachelor’s Degree (BA) in Human Resources, Business Management or equivalent.
• Five plus years of increasing scope and complex responsibilities in HR. This includes exposure in the areas of employee relations, recruiting, compensation, and the Americans with Disabilities interactive process.
• Knowledge of Federal, State, and Local laws, regulations and requirements regarding employment and employment activities.
• Travel to PHLY local and other PHLY offices (other locations as needed) across the US based on business need - up to 15%.
• HR certification preferred (PHR, SPHR, SHRM-CP, or SHRM-SCP).