Lead Human Resources Business Partner

Key Responsibilities

• Partner independently with managers and select business leaders to align functional priorities with talent, workforce, and organizational effectiveness plans, escalating broader strategic or enterprise-impacting matters to the Principal HRBP.
• Lead execution of defined workforce strategy initiatives, change management plans, and organizational priorities in partnership with business leaders and HR centers of excellence.
• Work closely with management and employees to strengthen work relationships, build morale, support retention, and foster a positive and inclusive workplace culture.
• Leverage data, metrics, and workforce trends to identify opportunities, problem solve, and recommend targeted talent and organizational solutions.
• Provide guidance on employee relations matters, resolve moderately complex issues in partnership with appropriate stakeholders, and escalate highly complex or high-risk matters as appropriate.
• Deliver and support talent programs such as employee development, performance enablement, engagement actions, succession planning inputs, and compensation processes, while helping managers apply these programs consistently.
• Coach managers and employees to identify opportunities for growth, development, agility, and resilience in a dynamic business environment.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• Minimum of 7+ years of progressive HR experience, including experience partnering with business leaders and managers in a high-tech or similarly complex environment.
• HR Certification (PHR) preferred.
• Demonstrated strong verbal, written, and presentation skills.
• Demonstrated knowledge of state and federal labor laws (EEO, ADA, FMLA, OFLA, Wage & Hour, Worker’s Compensation).
• Demonstrated business acumen with the ability to understand business operations, priorities, and basic financial drivers and translate them into practical people solutions.
• Experience supporting workforce planning, recruiting, and hiring programs in partnership with Talent Acquisition and business stakeholders.
• Experience developing or delivering HR training, manager enablement, or change support resources for supervisors and managers.
• Quantitative and qualitative analytical skills with the ability to use data and feedback to identify trends, generate insights, and recommend solutions.
• Strong tolerance for ambiguity and pragmatic, proven judgment.
• Ability to build trusted working relationships across multiple levels, functions, and disciplines, influencing through collaboration and credibility.
• Resilient and able to thrive in a dynamic and evolving environment.
• Foundational knowledge across HR disciplines such as compensation, talent acquisition, employee relations, organizational design, workforce planning, performance enablement, and change management.
• Experience supporting workforce planning, recruiting, and hiring programs in partnership with Talent Acquisition and business stakeholders.
• Experience developing or delivering HR training, manager enablement, or change support resources for supervisors and managers.
• Foundational knowledge across HR disciplines such as compensation, talent acquisition, employee relations, organizational design, workforce planning, performance enablement, and change management.