HR Business Partner II

Responsibilities

• Conduct regular meetings with business units to provide proactive HR consultation and support.
• Act as a trusted advisor to leaders, influencing business decisions through an HR lens while balancing employee experience, compliance, and organizational consistency.
• Maintain a good understanding of the business unit’s financial position, midrange plans, culture, and competition to align HR strategies with business priorities.
• Manage and resolve complex employee relations issues, conducting effective, thorough, and objective investigations.
• Provide day-to-day performance management guidance to leaders (coaching, counseling, career development, disciplinary actions) with the goal of elevating performance across the organization.
• Partners with leaders and employees across assigned business units to provide support throughout the employee lifecycle.
• Work closely with leadership and employees to improve workplace relationships, build morale, and increase productivity and retention.
• Evaluate and monitor the success and effectiveness of HR programs, recommending improvements to ensure alignment with business goals.
• Analyze trends and metrics to develop solutions, policies, and programs that address workforce needs.
• Plan, coordinate, and execute HR programs that drive organizational effectiveness and employee engagement.
• Work with leadership and employees to improve workplace relationships, build morale, and increase productivity and retention.
• Assist with HR project work, including mergers and acquisitions, as needed.
• Ensure consistency in the application of HR best practices across business units.
• Perform other duties as assigned.

Requirements

• A minimum of 7-8+ years of progressive Human Resources experience in a combination of related functional areas (i.e., Recruiting, Employee Relations (required), Compensation, Performance Management (preferred), Training, Benefits).
• At least 3+ years’ working in an HRBP capacity.
• Demonstrated ability to identify talent, human capital gaps, improve workplace and performance.
• Demonstrated ability to consult to business and performance outcomes with a successful track record.
• Demonstrated success in working through employee relations situations and experience coaching management at multiple levels.
• Working knowledge of HR policy, procedure and federal and state laws regarding employment practices.
• Ability to work through ambiguity and willingness to take initiative to solve complex problems.
• Demonstrated ability to multi-task and work fast under deadlines.