Human Resources Business Partner

About the Role

The HR Business Partner plays a strategic role by aligning business objectives with employees and management in designated business units. The HR Business Partner serves as a strategic liaison between the Human Resources department and assigned operational units, ensuring seamless communication and prompt resolution of all queries. This role is instrumental in fostering a culture of continuous improvement, driving HR initiatives that support the organization’s goals, and enhancing overall employee experience.

Responsibilities

• Strategic Planning: Prepares the organization for the future by reskilling and upskilling the workforce, strategic workforce planning, and succession planning within the assigned area.
• Coaching and Consulting: Provides advice and coaching to key stakeholders on current and future challenges affecting the people within their assigned area of responsibilities.
• Building Competitive Organization: Sets people priorities in collaboration with the leaders in their assigned area, by driving purpose and values, and delivering business results.
• Recruitment: Works with Talent Acquisition professionals to identify necessary roles for growth within the company.
• Performance Management: Strongly supports leaders in enhancing staff performance and supporting employee development.
• Policy Development: Collaborates with other internal and external resources to draft new HR policies in accordance with organizational goals, industry trends, and labor laws or regulations.
• Compliance: Maintains a strong understanding of laws and regulations to assist the company stay in compliance.
• Budget Management: Builds and monitors the HR budget for their assigned area and HR department and allocate funds when necessary.

Qualifications

• A bachelor's degree in business management, human resource management, or a similar discipline, and 5 years or more of advanced HR experience or an equivalent combination of experience and education. A Master’s degree would be preferred.
• Professional certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) is preferred.
• Experience interfacing with senior business leaders and working both independently and through others is beneficial.
• Good judgment, problem solving and decision‑making skills; solid communication (written and verbal) and influence skills are critical.
• Ability to work in a collaborative environment, interacting with functional leaders and assisting teams in their development of objectives.
• The ability to effectively manage changing priorities.

Pay

Pay Range – $125,000 – $135,000 annually. Plus, annual bonus.