HR Business Partner II

Duties And Responsibilities

• Partner with the HRBP Lead to implement, operationalize, and continuously refine a consistent HR Business Partner operating model, ensuring delivery of strategic, analytics-driven support that advances near-term execution and long-range business goals.
• Serve as a trusted advisor and thought partner to functional leaders by aligning HR strategies with business priorities and confidently influencing outcomes related to organizational design, leadership effectiveness, operating models, and talent decisions.
• Provide HR leadership to newly established and rapidly scaling functions, supporting organizational stand-up, leader onboarding, workforce planning, and structural evolution in alignment with multi-year strategic initiatives, including Tech, Data, and AI-enabled capabilities.
• Translate business performance objectives into actionable talent and workforce strategies, utilizing data and insights to inform hiring plans, capability development, role design, and job reinvention in fast-moving environments.
• Deliver hands-on coaching and guidance to leaders and managers on employee relations, performance management, and complex people matters, applying sound judgment while balancing business priorities, associate experience, and compliance requirements.
• Drive associate engagement, culture, and change initiatives, leading action planning and execution to improve engagement, reinforce values-based behaviors, and create a resilient, high-performance operating culture.
• Lead workforce planning and support talent pipeline strategies, partnering with Talent and Learning teams to drive innovative recruitment approaches and succession planning.
• Lead and execute change management and communication efforts for large-scale transformations, enabling adoption and sustained change during periods of ambiguity, high pace, and ongoing organizational evolution.
• Additionally, proactively identify risks, opportunities, and organizational challenges while building trusted relationships grounded in deep business knowledge and direct engagement.

Qualifications

• Bachelor's degree required; HR certification preferred
• 5-7 years of progressive HR experience across multiple disciplines, including organizational effectiveness, employee relations, performance management, workforce planning, and employment law, with a minimum of 5 years specifically serving in an HR Business Partner role
• Demonstrated experience supporting and influencing senior leaders with confidence, credibility, and the ability to challenge and drive outcomes
• Proven success operating in fast-paced, high-growth, or build-phase environments, with the ability to manage competing priorities, long workdays, and sustained change with autonomy
• Strong analytical and problem-solving skills, with the ability to translate workforce and business data into actionable insights and recommendations
• Proven project management and process improvement experience, including the ability to lead initiatives from concept through execution
• Excellent interpersonal, written, and verbal communication skills, with a consultative, business-focused approach
• Strong presentation, facilitation, and influence skills
• Intermediate Excel and PowerPoint skills
• Working knowledge of, and ability to interpret and apply applicable employment laws, policies, and regulations
• Proven ability to engage, motivate, and influence leaders and teams, including coaching through difficult or complex people situations
• Capability to deliver operational insight and strategic HR and talent management metrics
• Strong business and financial acumen
• Demonstrated success in building trusted partnerships and operating as a team-oriented collaborator
• Comfortable navigating ambiguity, driving change, and working independently
• Willingness to travel 10-20% outside the home office

Salary Range

Salary Range: $108,880 - $163,320

Actual compensation offered to a candidate may vary based on their unique qualifications and experience, internal equity, and market conditions. Final compensation decisions will be made in accordance with company policies and applicable laws.