Human Resources Business Partner

As a key member of the HR team, you will serve as a trusted advisor to leaders across the organization, influencing decisions, strengthening workforce capability, and enhancing organizational performance. You will play a critical role in elevating our people strategies, leading performance management initiatives, and ensuring seamless, compliant HR operations.

Key Responsibilities:

Strategic HR Partnership & Leadership

• Serve as a highly influential HR Business Partner, providing both strategic direction and hands-on support across all areas of Human Resources.
• Act as a trusted advisor to leadership, aligning people strategies with business objectives while remaining deeply engaged in execution.
• Partner with senior leaders to drive organizational effectiveness, workforce planning, and performance outcomes.
• Confidently lead key HR initiatives—owning planning, facilitation, communication, and delivery from concept through implementation.

Performance Management & Organizational Effectiveness

• Lead and continuously improve the performance review process, ensuring it is meaningful, consistent, and aligned to company goals.
• Coach leaders on performance management, employee development, and accountability, offering both strategic insight and practical, real-time guidance.
• Drive a culture of feedback, high performance, and continuous improvement across the organization.

Hands-On HR Expertise

• Bring a high level of expertise across all HR disciplines, with the ability and willingness to “get into the weeds” to solve problems and support the business.
• Balance strategic thinking with operational execution—ensuring both long-term vision and day-to-day excellence.

HRIS Leadership (Super User)

• Act as the organization’s HRIS super user and subject matter expert, leading system optimization, configuration, and ongoing enhancements.
• Manage system upgrades, testing, reporting, and training to ensure maximum efficiency and user adoption.
• Leverage HRIS data and analytics to support decision-making, maintain data integrity, and deliver actionable insights.

Payroll & Benefits Expertise

• Apply a strong working knowledge of payroll processes, systems, and compliance requirements to oversee and support accurate and timely payroll execution.
• Partner closely with payroll and finance teams to ensure proper controls, resolve discrepancies, and drive process improvements.
• Support benefits administration strategy by evaluating offerings and ensuring competitive, compliant programs.

Talent & Workforce Management

• Partner with hiring managers to support full-cycle recruitment efforts, ensuring the attraction and retention of top talent.
• Provide guidance on workforce planning, succession planning, and talent development strategies.
• Ensure a positive and efficient employee lifecycle—from onboarding through development and retention.

HR Operations, Projects & Continuous Improvement

• Lead and support HR projects that enhance processes, scalability, and the overall employee experience.
• Identify inefficiencies and drive continuous improvement initiatives across HR systems and workflows.
• Analyze HR metrics and trends to provide data-driven recommendations to leadership.

Training & Leadership Development

• Support and enhance training programs, including onboarding, compliance, and professional development.
• Partner with leadership to identify skill gaps and implement development initiatives to build future leaders.

Compliance & Employee Relations

• Ensure compliance with all federal, state, and local employment laws and company policies.
• Manage employee relations matters, investigations, and conflict resolution with a fair, consistent, and solutions-oriented approach.
• Promote a positive, inclusive culture grounded in trust, accountability, and performance.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or related field required; HR certification (PHR, SPHR, SHRM-CP/SCP) strongly preferred.
• 5 years of progressive HR experience, including HR Business Partner or leadership responsibilities.
• Demonstrated ability to operate as both a strategic advisor and a hands-on HR practitioner.
• Strong expertise in HRIS systems, with experience as a super user or system lead.
• Solid background and working knowledge of payroll processes and compliance.
• Proven experience leading performance management processes and driving organizational effectiveness.
• Excellent communication, influencing, and problem-solving skills.
• Ability to thrive in a fast-paced, evolving environment.

Key Competencies

• Strategic, high-impact HR leadership with a hands-on approach
• Deep, well-rounded knowledge across all HR functions
• Strong HRIS systems expertise and analytical capability
• Payroll process knowledge and operational insight
• Skilled coach and trusted advisor to leaders
• Process improvement and project management strength
• High integrity, accountability, and professionalism