HR Business Partner (HRBP)

About the role

We're looking for a high-impact HR Business Partner to join our team in Rochester, NY!

Responsibilities

• Dedicated HR Business Partnering: Understand our business, operations, and talent hurdles, providing day-to-day coaching and support, and constructingively challenging existing mindsets to drive modern, scalable business practices.
• Performance Management & Skills Based Development: Identify skill gaps, deliver practical training, implement and facilitate performance management frameworks, and ensure compensation recommendations are objective, data-backed, and aligned with company-wide budget frameworks.
• Talent Strategy & Workforce Planning: Partner with directors and managers to support organizational design transitions, define roles, responsibilities, and decision-making rights, and map talent pipelines and future hiring plans.
• Talent Acquisition: Own the full-cycle recruitment process, including intake meetings, sourcing candidates, interviewing, and extending offers, while ensuring a high-quality candidate experience and aligning with company culture.
• Employee Relations: Support managers in resolving complex employee relation issues with coaching and constructive problem-solving, conducting thorough, discrete, and legally compliant employee relations investigations, and documenting resolutions clearly.

Requirements

• Bachelor's Degree in Human Resources, Business, Psychology, or related field. Master's Degree preferred.
• HRCI/SHRM-CP Certification preferred.
• 5-10 years of progressive HR experience with a proven track record in an HR Business Partnering role, or comprehensive manager role within a growing, fast-paced, or mid-sized environment.
• Proven experience in consultative coaching and influence, building immediate trust, advising management, and constructively challenging existing mindsets with high emotional intelligence and diplomacy.
• Strong track record of partnering cross-functionally, working with different teams and business units.
• Foundational knowledge of change management principles, structured communication strategies, and organizational frameworks.
• Solid, practical understanding of federal, state, and local employment laws and regulations to independently manage employee relations and compliance risks.
• Modern knowledge of talent acquisition strategies, including proactive sourcing channels, structured interview techniques, and candidate experience management.
• Understanding of modern talent calibration tools and how to tie performance metrics to development and merit cycles.
• Skilled in conducting thorough, discrete, and legally compliant employee relations investigations and documenting resolutions clearly.
• Able to interpret basic talent metrics to build a clear business case for talent initiatives.
• Able to stay grounded, pivot quickly, and maintain a solution-oriented mindset when business requirements of processes shift.
• A true team player who values cross-functional collaboration and is eager to wear multiple hats - viewing tactical execution and high-level strategy as equally vital to the team's success.
• Ability to translate corporate frameworks into practical, everyday business benefits for managers.
• Tech-savvy proficiency with modern HR stacks, with the ability to quickly master and champion platforms utilizing AI.

Qualifications

• Bachelor's Degree in Human Resources, Business, Psychology, or related field.
• Master's Degree preferred.
• HRCI/SHRM-CP Certification preferred.
• 5-10 years of progressive HR experience with a proven track record in an HR Business Partnering role, or comprehensive manager role within a growing, fast-paced, or mid-sized environment.
• Proven experience in consultative coaching and influence, building immediate trust, advising management, and constructively challenging existing mindsets with high emotional intelligence and diplomacy.
• Strong track record of partnering cross-functionally, working with different teams and business units.
• Foundational knowledge of change management principles, structured communication strategies, and organizational frameworks.
• Solid, practical understanding of federal, state, and local employment laws and regulations to independently manage employee relations and compliance risks.
• Modern knowledge of talent acquisition strategies, including proactive sourcing channels, structured interview techniques, and candidate experience management.
• Understanding of modern talent calibration tools and how to tie performance metrics to development and merit cycles.
• Skilled in conducting thorough, discrete, and legally compliant employee relations investigations and documenting resolutions clearly.
• Able to interpret basic talent metrics to build a clear business case for talent initiatives.
• Able to stay grounded, pivot quickly, and maintain a solution-oriented mindset when business requirements of processes shift.
• A true team player who values cross-functional collaboration and is eager to wear multiple hats - viewing tactical execution and high-level strategy as equally vital to the team's success.
• Ability to translate corporate frameworks into practical, everyday business benefits for managers.
• Tech-savvy proficiency with modern HR stacks, with the ability to quickly master and champion platforms utilizing AI.

Skills

• Consultative Coaching
• Change Management
• Employee Relations
• Performance Management
• Talent Acquisition
• Talent Strategy

Benefits

• Flexible Work Environment
• Competitive Compensation Range: $80K-$100K
• Health Insurance
• Retirement Plans
• Professional Development Opportunities
• Work-Life Balance

Pay

The pay range for this role is between $80K-$100K.

Schedule

Full-time position.