Human Resources Business Partner

Skills

• Strategic and consultative thinking skills
• Strong relationship-building, communication, and influencing skills
• Discretion, integrity, professionalism, and confidentiality
• Sound knowledge of employment laws, HR policies, procedures, and best practices
• Ability to use workforce data, HR metrics, and trend information
• Understanding of organizational structure, roles, qualifications, compensation practices, and related administrative processes
• Strong project management, organization, and prioritization skills
• Proficiency with HRIS systems, Microsoft 365 applications, AI assistant tools, and HR data or analytics tools

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field
• Three (3) years’ experience in HR Business Partner
• Equivalent combination of experience and education may be considered
• Demonstrated business knowledge and specific experience that allows for supporting organizational business goals
• HR certification, such as SHRM-CP, SHRM-SCP, PHR, or SPHR, preferred but not required

Responsibilities

• Serves as a strategic HR partner to assigned division and program leaders
• Advises leaders on workforce planning, staffing needs, talent trends, and organizational changes
• Facilitates talent review, succession planning, and leader discussions
• Uses workforce data to identify trends, assess root causes, and recommend targeted strategies
• Leads or supports employee engagement activities
• Coaches leaders on employee relations, workplace concerns, complaints, grievances, labor relations issues, and performance feedback
• Guides leaders through performance management, corrective action, and documentation processes
• Conducts or supports workplace investigations
• Collaborates on complex FMLA and Workers’ Compensation cases
• Leads the ADA interactive process
• Maintains current knowledge of employment laws, regulations, Agency policies, and HR best practices
• Communicates and trains leaders and employees on Agency policies, HR processes, and workplace expectations
• Identifies opportunities to improve HR processes, policies, and service delivery
• Partners with HR Centers of Excellence and internal stakeholders
• Performs other related duties as assigned