Business Partner, HR Business Partnerships

The Human Resources Business Partner (HRBP) serves as a trusted strategic advisor to business leaders, driving workforce initiatives that support organizational goals, operational excellence, and a high-performing culture. This role partners closely with leadership to navigate organizational change, enhance employee engagement, strengthen labor and employee relations, and ensure the effective delivery of HR programs and policies across the organization.

The successful candidate will combine strong business acumen, labor relations expertise, and consultative HR leadership to help build an engaged, diverse, and future-ready workforce.

This position does not provide employment pursuant to the terms of a STEM OPT Training Plan.

Required Education/Experience

• Associate's Degree and 9 years of relevant work experience or
• Bachelor's Degree and 7 years of relevant work experience

Preferred Education/Experience

• Bachelor's Degree in Human Resources, Business Management, Psychology and 7 years of relevant work experience

Relevant Work Experience

• Demonstrated professional experience in Human Resources (employee relations, compensation, performance management, labor relations, wage and salary administration, workforce planning, and diversity, equity & inclusion), required.
• Strong interpersonal, presentation, oral and written communication skills, required.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies, required.
• Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors, required.
• Demonstrated ability to build relationships and exert influence, required.
• Excellent time management skills with a proven ability to meet deadlines, required.
• Demonstrated proficiency in Microsoft Office and mainframe applications, required.
• Demonstrated ability to manage multiple projects and changing priorities, required.
• Demonstrated ability to lead a project team, required.
• Strong analytical/critical thinking and problem-solving skills, required.
• Supervisory experience, preferred.

Licenses and Certifications

• Driver's License Required
• Other: SHRM Certified Professional (SHRM-CP), SHRM Senior Certified Professional (SHRM-SCP), HRCI PHR or SPHR credential. Preferred

Physical Demands

• Sit or stand to answer a phone for the duration of the workday
• Sit or stand to use a keyboard, mouse, and computer for the duration of the workday
• Ability to read small print and symbols

Additional Physical Demands

• The selected candidate will be assigned a System Emergency Assignment (i.e., an emergency response role) and will be expected to work non-business hours during emergencies, which may include nights, weekends, and holidays.
• Travel to various Company locations is required.
• Prolonged periods of sitting at a desk and working on a computer/phone.

Core Responsibilities

• Partner with senior leaders to develop and execute workforce and people strategies that align with business objectives, organizational priorities, and long-term talent needs.
• Serve as a trusted advisor on employee relations, labor relations, collective bargaining agreement administration, performance management, compensation, compliance, employee wellness, and workforce development.
• Build strong relationships across client organizations by maintaining a visible presence, participating in leadership meetings, and proactively addressing workforce challenges and opportunities.
• Lead and support employee relations matters, workplace investigations, and corrective action processes in partnership with EEO & Workplace Culture, HR, Ethics & Compliance, Security, and other key stakeholders.
• Collaborate with HR Centers of Excellence to implement enterprise talent initiatives, including compensation, learning and development, employee engagement, workforce planning, and diversity programs.
• Champion a culture of diversity, equity, inclusion, and belonging by promoting equitable employment practices and identifying opportunities to enhance workforce representation.
• Advise leaders on performance management, compensation administration, merit planning, employee development, succession planning, and leadership growth initiatives for both management and represented employees.
• Provide expert guidance on labor agreements, employment laws, company policies, regulatory requirements, and workforce compliance to ensure consistent and effective people practices.
• Counsel leaders on employee coaching, performance improvement, discipline, terminations, workforce risk mitigation, and other complex employment issues.
• Facilitate effective communication of HR programs, policies, and organizational initiatives, while partnering with business leaders to drive employee engagement and organizational effectiveness.
• Stay current on HR trends, industry best practices, and legal developments, coordinating with training, safety, and operational leaders to align workforce strategies with business and regulatory requirements.