Human Resources Business Partner

About the role

Acumed LLC As a part of the global industrial organization Marmon Holdings—which is backed by Berkshire Hathaway—you’ll be doing things that matter, leading at every level, and winning a better way. We’re committed to making a positive impact on the world, providing you with diverse learning and working opportunities, and fostering a culture where everyone’s empowered to be their best. The Human Resources Business Partner (HRBP) serves as a strategic advisor to assigned business leaders, translating business priorities and workforce data into practical people strategies that support organizational performance. The HRBP provides guidance and solutions across key areas of Human Resources, including employee relations, performance management, talent management, leadership development, employee engagement, workforce planning, organizational effectiveness, and change management. The HRBP develops a strong understanding of the assigned business areas, including their operating objectives, workforce capabilities, talent needs, performance indicators, and culture. Using workforce data, employee insights, and knowledge of HR best practices, the HRBP identifies trends, anticipates risks, and partners with leaders and HR colleagues to develop and implement solutions that strengthen organizational capability and the employee experience. This role serves as a trusted resource and constructive thought partner to managers and employees while promoting consistent HR practices, informed decision-making, accountability, and compliance with company policies and applicable employment laws.

Responsibilities

• HR Business Partnership – Partner with assigned leaders to understand business strategies, operational priorities, and workforce implications. Translate business needs into practical people strategies and provide data-informed guidance that supports organizational performance. Build trusted relationships with leaders and employees and coach managers on effective people leadership, decision-making, and accountability.
• Employee Relations & Performance Management – Advise leaders on employee relations matters, performance concerns, corrective actions, attendance, conflict resolution, and policy interpretation. Conduct or support timely, objective workplace investigations and guide leaders in determining appropriate actions, documentation, and follow-up. Identify recurring issues and trends and recommend proactive solutions that strengthen leadership effectiveness and mitigate organizational risk.
• Talent Management & Workforce Planning – Partner with leaders to assess current and future workforce needs, organizational capabilities, talent gaps, succession risks, and critical-role requirements. Support recruiting, onboarding