Human Resources Business Partner

About the Role

The Human Resources Business Partner (HRBP) serves as a trusted advisor to assigned leaders and team members, providing practical guidance across employee relations, performance management, manager coaching, talent planning, workforce support, and employment compliance. This role partners closely with leaders to support effective teams, strengthen leadership effectiveness, address workplace matters, and contribute to workforce strategies and HR initiatives that align with business objectives.

Responsibilities

• Serve as the primary HR partner for assigned business units and managers, building an understanding of their teams, operations, and workforce needs.
• Partner with leaders to assess team effectiveness, organizational needs, and workforce challenges, helping identify practical solutions that support business goals.
• Provide practical guidance and coaching to managers on employee communication, accountability, performance expectations, engagement, and day-to-day people matters.
• Partner with managers on employee lifecycle decisions, including promotions, transfers, organizational changes, performance improvement plans, and separations.
• Identify people-related risks and opportunities and involve senior HR leadership when matters require additional review or guidance.
• Provide guidance on employee relations matters, including workplace concerns, conflict resolution, policy interpretation, attendance, performance, and corrective action.
• Conduct or support workplace investigations and employee relations reviews, ensuring matters are handled objectively, consistently, and with appropriate documentation.
• Coach managers on setting clear expectations, providing timely feedback, documenting concerns, and addressing performance issues.
• Support managers through corrective action and separation processes, including reviewing documentation, preparing for employee conversations, participating in termination discussions when appropriate, and ensuring matters are handled consistently and professionally.
• Support employees and managers through sensitive workplace situations while maintaining confidentiality and exercising sound judgment.
• Partner with leaders on talent discussions, retention risks, employee development, and internal mobility or growth opportunities.
• Support career development and retention efforts by helping managers identify team member strengths, development opportunities, and engagement concerns.
• Support talent review and succession planning discussions by helping identify critical roles, development opportunities, and retention considerations within assigned business areas.
• Contribute to workforce planning activities, including staffing needs, succession considerations, and organizational changes that support evolving business needs.
• Promote compliance