HR Business Partner (Hybrid)

The HR Business Partner (HRBP) serves as a strategic partner to assigned business units and regional leaders. This role works closely with leadership to understand business goals, operational challenges, workforce needs, and employee concerns. The HRBP identifies trends, issues, and training needs within the business and partners with HR Generalists to develop and implement effective HR solutions.

Essential Functions

Strategic Business Partnership

• Serve as the primary HR advisor to leaders within assigned region or business units.
• Build strong, trust-based relationships with department leaders to understand their goals, challenges, and people needs.
• Provide guidance and coaching to leaders on leadership effectiveness, performance management, engagement, and team dynamics.
• Participate in leadership meetings to offer people-related insights and recommendations.
  
  

Workforce & Organizational Effectiveness

• Identify workforce trends, skill gaps, and organizational challenges.
• Support workforce planning, succession planning, and organizational changes.
• Evaluate what is working well and what is not within teams and recommend improvements.
• Support change management initiatives and help leaders navigate change effectively.
  
  

Needs Identification & HR Collaboration

• Proactively identify employee relations trends, training needs, and engagement concerns.
• Translate business needs into clear, actionable input for HR Generalists.
• Partner with HR Generalists to:
• Share insights on training and development needs
• Flag recurring employee relations or performance issues
• Recommend policy or process enhancements
• Support the rollout and adoption of HR programs within the business.
  

Employee Relations & Culture

• Act as a trusted advisor to leaders on employee relations matters.
• Coach leaders on handling performance issues and employee concerns.
• Monitor employee engagement and culture within the region.
• Champion Singer Equipment’s values and desired leadership behaviors.
  
  

Data & Continuous Improvement

• Use workforce data and leader feedback to identify risks and opportunities.
• Provide feedback to HR leadership on the effectiveness of HR programs in the business.
• Support continuous improvement of HR practices based on business realities.
  
  

Minimum Qualification

• Bachelor’s degree in Human Resources, Business Administration, or related field.
• 5 years of progressive HR experience, with experience in a business partner or leadership-facing role preferred.
• Strong understanding of employee relations, performance management, and organizational development.
• Proven ability to influence and coach leaders.
• Excellent communication, relationship-building, and problem-solving skills.