Human Resources Business Partner

Position Summary

The Human Resources Business Partner (HRBP) serves as a trusted advisor to leaders and employees, providing strategic and operational HR support across assigned business units. This role partners closely with leaders to enhance employee engagement, strengthen leadership effectiveness, improve organizational performance, and ensure consistent application of HR policies and practices. The HRBP balances strategic partnership with hands-on execution while supporting Allied OMS's culture, growth strategy, and commitment to exceptional employee experiences.

Requirements

• Bachelor's degree in Human Resources, Business or related field preferred.
• 5+ years progressive Human Resources experience.
• Experience supporting multi-site organizations preferred.
• Strong employee relations and leadership coaching experience.
• Knowledge of federal and state employment laws.
• SHRM-CP, SHRM-SCP, PHR or SPHR preferred.

Qualifications

• Strategic Partnership
• Build trusted relationships with operational and corporate leaders.
• Provide guidance on organizational design, workforce planning, and talent strategies.
• Partner with leaders on staffing, succession planning, and organizational effectiveness.
• Identify organizational trends and recommend proactive HR solutions.
• Employee Relations
• Lead employee relations investigations and resolutions.
• Coach managers through performance management, corrective action, and conflict resolution.
• Ensure fair, consistent application of company policies.
• Support workplace accommodations and leave-related employee issues in partnership with HR Operations.
• Performance Management
• Coach leaders through performance improvement plans.
• Facilitate annual performance review process.
• Drive accountability around performance expectations.
• Support talent reviews and high-potential development planning.
• Leadership Coaching
• Develop frontline and practice leaders through coaching and consultation.
• Aid leaders with difficult conversations.
• Provide recommendations regarding employee engagement and retention strategies.
• Talent Management
• Partner with Recruiting on hiring strategies.
• Support onboarding and assimilation of new leaders.
• Assist with succession planning initiatives.
• Identify development opportunities across assigned business units.
• Compliance
• Ensure compliance with employment laws and company policies.
• Partner with HR Operations to ensure documentation is complete and accurate.
• Maintain confidentiality regarding sensitive employee matters.