Human Resources Business Partner

About the Role

The Human Resources Business Partner (HRBP), Commercial Implant Opco serves as a trusted strategic partner to leaders across the North America Commercial organization for Nobel Biocare & Implant Direct. This role works closely with leadership teams to align people strategies with business objectives, drive organizational effectiveness, strengthen leadership capability, and support a high-performance culture. The HRBP provides consultation and coaching to leaders on talent management, organizational design, workforce planning, employee relations, change management, and performance optimization. The ideal candidate is a proactive, adaptable, and influential HR professional who is comfortable partnering with leaders at multiple levels, leveraging data to drive decisions, and balancing strategic initiatives with day-to-day HR support.

Responsibilities

• Partner closely with Commercial leaders to align people strategies with business objectives, providing guidance and consultation on talent, organizational effectiveness, workforce planning, performance management, employee engagement, and leadership development.
• Serve as a trusted advisor and coach to leaders, helping drive business performance through effective talent decisions, leadership capability building, and proactive management of organizational challenges.
• Provide guidance and support on employee relations matters, including conflict resolution, investigations, performance concerns, corrective action, policy interpretation, and risk mitigation, ensuring compliance with applicable employment laws and company policies.
• Lead and facilitate talent management processes, including talent reviews, succession planning, leadership assessments, and development planning to strengthen organizational capability and build future leadership pipelines.
• Partner with leaders to identify, develop, and retain high-performing and high-potential talent through coaching, career development planning, and internal mobility initiatives.
• Analyze workforce metrics and trends, including turnover, engagement, retention, staffing, and performance data, to identify risks and opportunities and provide data-driven recommendations to business leaders.
• Support organizational design, workforce planning, and headcount discussions, ensuring talent strategies align with current and future business needs.
• Act as a change agent by supporting leaders through organizational changes, restructures, leadership transitions, business integrations, and other strategic initiatives to ensure effective adoption and minimize disruption.
• Partner with leaders to develop and execute employee engagement strategies, leveraging survey results, feedback mechanisms, and action planning to enhance team effectiveness and employee experience.
• Collaborate with Talent Acquisition to support recruiting strategies, workforce planning efforts, and selection decisions for key Commercial roles.
• Facilitate HR-related training, leadership discussions, talent calibration sessions, and employee meetings to reinforce organizational priorities and support manager effectiveness.
• Partner with HR Centers of Excellence, Shared Services, Finance, Sales Operations, and other cross-functional teams to deliver integrated solutions that support business objectives and employee needs.
• Provide guidance on compensation, performance management, and talent decisions to ensure consistency, fairness, and alignment with organizational practices.
• Utilize business and workforce insights to proactively identify organizational risks, recommend solutions, and influence leadership decision-making.
• Lead or support HR projects and strategic initiatives focused on organizational effectiveness, talent optimization, leadership development, employee experience, and continuous improvement.
• Maintain knowledge of federal, state, and local employment regulations and ensure HR practices remain compliant with applicable laws and company policies.

Requirements

• Bachelor’s degree in Human Resources, Business, or related field required.
• 5+ years of progressive HR experience in a generalist role; commercial or field-based support experience preferred.
• Must reside within a commutable distance to Brea, CA. This is a full-time role and not a hybrid or remote opportunity.

Skills

• Strong working knowledge of federal and state employment laws (EEO, FMLA, ADA).
• Experience supporting leaders in a fast-paced, performance-driven environment preferred.
• Proven experience handling employee relations matters with sound judgment and discretion.
• HRIS proficiency highly preferred.
• Strong communication skills with the ability to influence and coach leaders at all levels.
• Analytical mindset with ability to interpret data and identify trends.
• Ability to manage multiple priorities independently and meet deadlines.
• High level of professionalism, organization, and attention to detail.
• Proficiency in Microsoft Office (Outlook, Word, PowerPoint, Excel).

Pay

$112,300 - $137,300

Benefits

• Annual performance bonus.
• Medical, dental, and vision benefits.
• 401K match.