HR Business Partner

Thistle makes it easy to eat well without overthinking it. Founded in 2013, Thistle’s mission is to help people get and stay healthy while improving the sustainability of our food system. We deliver fully prepared, healthy-by-default meals, snacks, desserts, and organic cold-pressed juices. Our belief is that the health of people starts with eating real, whole foods, in the right balance, without friction. We’re building a future where nutritious, sustainable food is accessible, craveable, and part of everyday life.

About the Role

The Human Resources Business Partner (HRBP) serves as a strategic advisor to business leaders by aligning People & Culture strategies with organizational objectives. This role partners with leaders to strengthen employee engagement, leadership effectiveness, workforce planning, performance management, and organizational culture while ensuring compliance with employment laws and company policies. The HRBP collaborates with leaders, managers, and employees across the organization to deliver People & Culture programs that support business performance and the employee lifecycle. This is an individual contributor role that influences organizational outcomes through strategic partnership rather than direct people management. This is a fully onsite position; regular on-site presence is required to effectively partner with leaders, support employees, and meet the business's operational needs.

Responsibilities

• Strategic Business Partnership
  • Partner with business leaders to align People & Culture strategies with organizational priorities and workforce needs.
  • Provide strategic guidance on organizational effectiveness, talent planning, and employee engagement.
  • Use workforce data and trends to identify opportunities that improve business performance.
  • Influence organizational change by promoting inclusive leadership and effective people practices.
• Employee Experience & Talent Management
  • Support the employee lifecycle by partnering with leaders on onboarding, performance management, employee development, and retention initiatives.
  • Champion programs that foster an inclusive, engaging, and high-performing workplace culture.
  • Coach managers on leadership practices that enhance employee engagement and team effectiveness.
  • Help implement talent management initiatives that support organizational growth and employee success.
  • Perform other strategic People & Culture initiatives and responsibilities as assigned to meet evolving organizational and business needs.
• Employee Relations & Compliance
  • Advise leaders on employee relations matters, workplace concerns, and conflict resolution while ensuring fair and consistent practices.
  • Ensure compliance with employment laws, company policies, and People & Culture procedures.
  • Maintain confidentiality while managing sensitive employee information and workplace issues.
  • Partner with People & Culture leadership to mitigate organizational risk and promote policy compliance.
• Project Management & Continuous Improvement
  • Collaborate across departments to implement People & Culture initiatives that improve the employee experience.
  • Analyze workforce metrics and recommend process improvements that increase organizational effectiveness.
  • Support cross-functional projects that strengthen People & Culture programs and service delivery.
  • Identify opportunities to streamline HR processes and improve operational efficiency.