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Job Summary: The Human Resources Business Partner serves as a strategic partner to assigned Corporate Functions, providing guidance and support on talent management, employee relations, organizational effectiveness, workforce planning, and employee engagement. This role collaborates with business leaders and HR Centers of Expertise to align people strategies with business objectives while ensuring consistent application of HR programs, policies, and practices. The HR Business Partner provides consultative support to leaders and employees, facilitates talent and performance management processes, and supports organizational change initiatives. This role reports to the Director, Labor Relations & Corporate HR and contributes to the implementation and delivery of enterprise-wide HR priorities, programs, and initiatives.

Job Responsibilities:

Business Partnership & Employee Relations

• Partner with leaders and managers to provide guidance on employee relations, performance management, employee engagement, and workforce matters.
• Advise managers on employee performance concerns, corrective actions, policy interpretation, and workplace issues.
• Support conflict resolution efforts and facilitate effective employee and management communication.
• Ensure consistent application of company policies, procedures, and employment practices.
• Escalate complex employee relations matters to HR leadership and Legal as appropriate.

Talent Management & Organizational Effectiveness

• Support workforce planning, succession planning, and talent review processes within assigned client groups.
• Partner with leaders to identify talent needs and development opportunities.
• Assist with organizational design initiatives and departmental restructuring efforts.
• Facilitate performance management processes and support annual talent planning activities.
• Promote employee engagement and retention initiatives aligned with business objectives.

HR Program Delivery & Change Management

• Implement and support enterprise-wide HR programs, initiatives, and processes.
• Partner with HR Centers of Expertise including Compensation, Benefits, Talent Acquisition, Talent Management, and HRIS to deliver effective HR solutions.
• Support organizational change initiatives and provide change management guidance to leaders and employees.
• Analyze workforce data and trends to identify opportunities and recommend solutions.
• Participate in special projects supporting organizational growth and business objectives.

Leadership & Team Development

• Provide leadership, coaching, and development to assigned HR staff.
• Establish priorities and monitor work assignments to ensure effective service delivery.
• Support employee development and performance management for direct reports.
• Foster collaboration and knowledge sharing within the HR team.
• Promote a culture of accountability, customer service, and continuous improvement.

Compliance & Risk Management

• Ensure compliance with federal, state, and local employment laws and regulations.
• Partner with Legal and HR leadership on employment-related matters.
• Maintain awareness of regulatory changes impacting employment practices.
• Support investigations and documentation related to workplace concerns.
• Assist in maintaining HR policies, procedures, and compliance programs.

Experience:

• 8+ years of progressive HR leadership experience
• 5+ years partnering directly with senior level leaders
• Proven experience delivering talent, performance, succession, engagement, and change initiatives in complex organizations
• Experience supporting multi location or distributed workforces preferred

Knowledge, Skills and Abilities:

• Knowledge of human resources principles and practices, including employee relations, performance management, talent management, organizational effectiveness, and employment law compliance.
• Strong leadership presence with sound decision-making skills, professional judgment, and the ability to navigate complex and sensitive situations.
• Excellent communication, consulting, and influencing skills with the ability to build effective relationships and partner with leaders at all organizational levels.
• Strong organizational skills with the ability to manage multiple priorities, balance competing demands, and execute work effectively in a fast-paced environment.
• Collaborative, customer-focused mindset with a commitment to delivering high-quality service and business-focused HR solutions.
• Proficiency with Microsoft Office applications and HR systems; Workday experience preferred.

Supervisor Responsibilities:

• This role is a Leader of People role and will manage a team with two or more full-time employees
• Responsible for coaching, developing, and empowering HR professionals. Success in this role requires strong capabilities in talent assessment, delegation, strategic planning, customer focus, and conflict management.

Education

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field required; Masters degree preferred
• Certifications: SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred

Work Environment:

• While performing the duties of this job, the employee is exposed to typical risks of injury in an office environment.
• Duties include a typical office setting including extensive computer work, sitting or standing.
• Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
• Must adhere to the company's Code of Conduct and all other policies.

Safety Requirements:

• Follows all departmental and company safety policies and programs.

EQUAL OPPORTUNITY EMPLOYER

As an Equal Opportunity Employer, Wayne-Sanderson does not discriminate on the basis of race, creed, color, religion, gender (sex), sexual orientation, gender identity, marital status, national origin, ancestry, age, disability, citizenship status, a person's veteran status or any other characteristic protected by law or executive order.

We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law.