Human Resources Business Partner

Responsibilities:

• Develop and execute talent management strategy to attract, develop, engage, and retain employees.
• Partner with senior leadership to align workforce and talent priorities to organizational goals.
• Lead talent acquisition, onboarding, performance management, leadership development, succession planning, and employee engagement programs.
• Design and deliver learning and leadership development programs (e.g., onboarding, manager excellence, high-potential, executive development) using blended learning approaches.
• Advise and coach managers on role-based learning paths and building a culture of continuous development.
• Create and maintain career frameworks with internal leaders
• Drive workforce planning and talent forecasting with Executive Directors; use data and market insights to guide decisions.
• Serve as liaison with the Indiana Farm Bureau Insurance Talent Management team, especially on employee benefits coordination.
•  Act as a proactive resource for workplace harmony, supporting positive employee relations, and assisting with dispute resolution and disciplinary actions.
• Familiarity with conducting internal reviews and investigations with a focus on maintaining a positive work culture.

Minimum Knowledge and Requirements:

• Education: Bachelor’s degree in HR, Organizational Development, Business, or related field (advanced degree preferred).
• Talent/HR experience: Demonstrated success building and scaling integrated talent programs (performance, learning, leadership development, succession) in a complex organization.
• Learning & development: Experience designing and facilitating classroom, virtual, self-paced, and social learning; knowledge of adult learning theory; OD/change management and leadership theory experience a plus.
• Tools/technology: Proficiency with Microsoft Office (Word, Excel, SharePoint); familiarity with HRIS and learning/performance platforms (LMS/LXP, engagement tools).
• Program leadership: Strong project/program management skills; ability to prioritize multiple initiatives, improve processes, and work effectively in fast-changing environments with ambiguity.
• Executive presence: Strong stakeholder influence, executive communication, and change leadership; ability to translate strategy into actionable programs with measurable impact.
• Analytics & Metrics: Experience using talent analytics, dashboards, benchmarks and evaluation methods to link initiatives to outcomes.
• Workplace Investigations: The ability to assist in conducting workplace investigations into employee concerns in a professional and discreet manner in order to ensure a supportive work environment.
  

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