HR Business Partner (Hybrid)

About the role

The HR Business Partner (HRBP) serves as a strategic partner to assigned business units and regional leaders. This role works closely with leadership to understand business goals, operational challenges, workforce needs, and employee concerns.

Responsibilities

• Serve as the primary HR advisor to leaders within assigned region or business units.
• Build strong, trust-based relationships with department leaders to understand their goals, challenges, and people needs.
• Provide guidance and coaching to leaders on leadership effectiveness, performance management, engagement, and team dynamics.
• Participate in leadership meetings to offer people-related insights and recommendations.
• Identify workforce trends, skill gaps, and organizational challenges.
• Support workforce planning, succession planning, and organizational changes.
• Evaluate what is working well and what is not within teams and recommend improvements.
• Support change management initiatives and help leaders navigate change effectively.
• Proactively identify employee relations trends, training needs, and engagement concerns.
• Translate business needs into clear, actionable input for HR Generalists.
• Partner with HR Generalists to:
• Share insights on training and development needs.
• Flag recurring employee relations or performance issues.
• Recommend policy or process enhancements.
• Support the rollout and adoption of HR programs within the business.
• Act as a trusted advisor to leaders on employee relations matters.
• Coach leaders on handling performance issues and employee concerns.
• Monitor employee engagement and culture within the region.
• Champion Singer Equipment’s values and desired leadership behaviors.
• Use workforce data and leader feedback to identify risks and opportunities.
• Provide feedback to HR leadership on the effectiveness of HR programs in the business.
• Support continuous improvement of HR practices based on business realities.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, or related field.
• 5+ years of progressive HR experience, with experience in a business partner or leadership-facing role preferred.
• Strong understanding of employee relations, performance management, and organizational development.
• Proven ability to influence and coach leaders.
• Excellent communication, relationship-building, and problem-solving skills.