What are the responsibilities and job description for the Human Resources Business Partner position at Indygo?
Position Title: Human Resources Business Partner
Safety Sensitive: No
Supervisor’s Title: Director of Employee Experience
FLSA Status: Exempt
Department: People & Culture
Division: Human Resources
Worker Category: Salary Exempt Full-Time
Job Class: Management
ABOUT US
We are IndyGo, a Municipal Corporation of Indianapolis–Marion County, and we’re proud to be the largest public transportation provider in the state of Indiana. We operate transit routes throughout the county, providing millions of passenger trips a year. IndyGo is committed to expanding mobility options to improve connectivity with the company’s mission, vision, and goals.
WHO WE ARE
As the largest public transportation provider in Indiana, we believe driving people from one place to another is much more than just moving riders: it’s about helping our riders reach their hopes and dreams, education and careers, families and friends, and health and well-being. IndyGo is focused on meeting three objectives as we operate nearly 30 transit routes throughout Marion County, and provide millions of passenger trips each year. They include protecting frontline workers, increasing ridership and prioritizing long-term stability. We are moving the city forward to become a better place of opportunity and community.
INDYGO MISSION
IndyGo's mission is to connect our community to economic and cultural opportunities through safe, reliable and accessible mobility experiences. Our vision is to be at the forefront of making Indianapolis a resilient, prosperous and equitable community for all.
Accountability: We are legally, ethically, and morally committed to utilizing all resources responsibly with integrity and transparency.
Adaptability: We adapt to disruptions through technology, workforce and ridership innovations, so we can meet the evolving needs of our community.
Workplace Culture: We offer an empowering workplace to meet the needs of our teammates and riders.
Compassion: We promote, embrace and value all individuals, treating each other with dignity and respect.
Communication: We value open and honest conversations with each other, our riders and the community.
Excellence: We are proud of who we are and the work we do and will continue to exceed customer expectations.
Responsibility: We will be good stewards of our resources.
Results: We make things better today than they were yesterday.
Safety: We ensure safe and secure environments.
BENEFITS WE OFFER
- Full-time positions with guaranteed 40 hours per week
- Medical, dental, and vision coverage (effective on the first of the month following 30 days of employment)
- Free on-site wellness clinic for employees and their families
- Retirement plans (401A and 457B)
- Tuition reimbursement
- Free IndyGo transportation for employees and their families
- Eligibility for the Federal Loan Forgiveness Program
POSITION PURPOSE
The Human Resources Business Partner (HRBP) serves as a strategic advisor to operational and business leaders, aligning people strategies with organizational objectives to strengthen workforce performance, employee engagement, leadership effectiveness, and organizational success.
This role partners closely with leaders to anticipate workforce needs, assess organizational challenges, identify talent risks, and implement proactive human capital solutions that support operational priorities and long-term business goals. The HRBP serves as a trusted consultant and coach to leaders on organizational effectiveness, employee relations, workforce planning, performance management, change management, succession planning, and leadership development initiatives.
The HRBP leverages business insight, workforce analytics, and strong relationship management skills to influence decision-making and improve organizational outcomes across assigned business units. This role also provides oversight and guidance to Employee Relations Specialists and collaborates closely with leaders across the Department of People to deliver integrated and strategic HR solutions within a dynamic and unionized operating environment.
ESSENTIAL FUNCTIONS AND RESPONSIBILITIES
To perform this position successfully, an individual must be able to perform the essential functions of the job, with or without reasonable accommodation. The company will provide reasonable accommodations to qualified individuals with disabilities, consistent with applicable law.
Strategic Business Partnership
- Serve as a strategic partner and trusted advisor to business leaders on workforce strategy, organizational effectiveness, employee engagement, and talent-related decisions.
- Develop strong working relationships with leaders to understand operational goals, workforce challenges, staffing needs, and organizational priorities.
- Partner with leaders to proactively identify workforce risks and opportunities and recommend practical, business-focused HR solutions.
- Support leaders in building high-performing teams through effective talent management, coaching, accountability, and workforce planning strategies.
- Provide guidance and consultation regarding organizational structure, team effectiveness, succession planning, and change management initiatives.
Workforce Planning & Talent Strategy
- Partner with leaders to assess current and future staffing needs, workforce capabilities, succession risks, and talent pipeline opportunities.
- Collaborate with Talent Acquisition and Learning & Development teams to address staffing gaps, leadership development needs, and employee growth opportunities.
- Utilize workforce metrics and analytics to identify trends related to turnover, retention, engagement, absenteeism, and organizational performance.
- Support strategic workforce initiatives designed to improve employee retention, leadership effectiveness, and operational readiness.
Employee & Labor Relations
- Provide strategic and day-to-day consultation to leaders regarding employee relations matters, performance management, conflict resolution, and corrective action.
- Lead and support complex employee investigations, ensuring consistency, fairness, sound judgment, and compliance with organizational policies and applicable laws.
- Partner with Labor Relations and Legal teams as appropriate regarding collective bargaining agreement interpretation, grievance-related matters, and workplace investigations.
- Support leaders in fostering positive employee relations, engagement, accountability, and a respectful workplace culture.
- Identify patterns and trends in employee relations matters and recommend proactive solutions to minimize organizational risk and improve employee experience.
Leadership Coaching & Organizational Effectiveness
- Coach leaders on communication effectiveness, leadership capability, performance management, employee engagement, and organizational change.
- Support leaders in navigating complex workforce situations while balancing operational needs, employee experience, and organizational values.
- Facilitate difficult conversations and provide consultation during periods of organizational change, restructuring, or workforce transition.
- Promote leadership accountability and consistency in the application of policies, practices, and organizational expectations.
HR Operations & Compliance
- Ensure compliance with federal, state, and local employment laws, organizational policies, and applicable collective bargaining agreements.
- Provide interpretation and guidance related to HR policies, procedures, and employment practices.
- Partner across the Department of People to support the implementation of HR initiatives, programs, and organizational priorities.
- Maintain appropriate confidentiality and exercise sound judgment in handling sensitive employee and organizational matters.
OTHER FUNCTIONS
- Support special projects, organizational initiatives, and strategic HR priorities as needed.
- Perform other duties as assigned.
SUPERVISORY RESPONSIBILITIES
- Provide guidance, mentorship, and oversight to Employee Relations Specialists.
- Support the development of consistent employee relations practices, investigation processes, and leader support strategies across the organization.
- Foster collaboration and alignment across HR functions to deliver high-quality service and strategic support to business leaders.
EDUCATION AND/OR EXPERIENCE
To perform this job successfully, an individual must have the following education and/or experience.
- Bachelor’s degree in Human Resources, Business Administration, Organizational Leadership, Organizational Development, Psychology, or a related field required.
- Minimum of five (5) years of progressive Human Resources experience required.
- Minimum of three (3) years of experience in a strategic HR Business Partner, Employee Relations, Labor Relations, or organizational consulting role preferred.
- Experience supporting operational leaders within a complex or unionized environment preferred.
- Supervisory or team leadership experience is preferred.
KNOWLEDGE, SKILLS, AND ABILITIES
The requirements listed below are representative of the knowledge, skills, and/or abilities required to perform each essential duty satisfactorily.
Core Competencies
- Strong business acumen and strategic thinking capability
- Exceptional relationship-building and leadership consulting skills
- Advanced employee relations and conflict resolution capability
- Strong analytical, problem-solving, and decision-making skills
- Ability to influence and coach leaders at all organizational levels
- Excellent verbal, written, and interpersonal communication skills
- Emotional intelligence and sound professional judgment
- Organizational effectiveness and workforce planning capability
- Change management and organizational transition support experience
- Ability to manage multiple priorities in a fast-paced operational environment
- High level of professionalism, discretion, and confidentiality
- Strong collaboration and cross-functional partnership skills
Technical & Functional Knowledge
- Working knowledge of employment laws, HR best practices, and employee relations principles
- Knowledge of labor relations and unionized work environments preferred
- Experience utilizing workforce data and metrics to support decision-making
- Understanding of organizational development, performance management, and talent strategy practices
- Proficiency with HRIS systems and Microsoft Office applications
PHYSICAL DEMANDS
To perform this position successfully, an individual must be able to perform the essential physical functions of the job, with or without reasonable accommodation. The company will provide reasonable accommodations to qualified individuals with disabilities, consistent with applicable law.
- Regular on-site attendance is an essential function of this position due to the need for in-person collaboration, operational support, hands-on infrastructure management, and training and development activities. This role is designated as fully onsite and is not eligible for remote work.
- Ability to remain stationary for extended periods.
- Ability to occasionally travel locally between IndyGo locations and operational facilities.
IndyGo is an Equal Opportunity Employer
Salary : $80,000 - $87,500