HR Business Partner (5-6 yrs)

About the Role:

- We are seeking a dynamic and strategic Human Resources Business Partner (HRBP) to join our growing HR team.

- As an HRBP, you will collaborate closely with leadership and department heads to drive people strategies that align with the company's business goals.

- You will provide support and counsel to managers and employees across all aspects of HR, including talent management, employee engagement, performance management, organizational development, and succession planning.

- The ideal candidate is proactive, with a deep understanding of HR practices, strong business acumen, and the ability to influence and shape business outcomes.

Key Responsibilities:

- Strategic HR Leadership: Partner with leadership and management teams to define and execute HR strategies that align with business objectives and drive organizational success.

- Talent Management: Provide guidance on talent acquisition, development, and retention strategies.

- Help identify key talent gaps and work with the recruitment team to address hiring needs.

- Employee Relations: Act as a trusted advisor to managers and employees, fostering positive relationships and resolving conflicts or issues related to employee performance, behavior, and morale.

- Performance Management: Support the performance management cycle by coaching managers on setting clear goals, providing feedback, and conducting performance reviews.

- Guide teams through effective goal-setting and talent development processes.

- Organizational Development: Assist in shaping organizational structures, implementing change - management initiatives, and ensuring the business is prepared to respond to evolving market demands.

- Learning and Development: Identify training needs within departments and collaborate with L&D teams to deliver appropriate development programs that build leadership capabilities and foster a high-performance culture.

- Compensation & Benefits: Collaborate with HR and business leadership to ensure the compensation and benefits strategy supports employee satisfaction, retention, and company competitiveness.

- Succession Planning: Partner with leadership to identify key roles for succession and help create development plans for high-potential employees to ensure continuity of talent.

- Data-Driven Decisions: Leverage HR metrics and analytics to inform HR strategies, measure the success of HR initiatives, and drive continuous improvement in people practices.

- Legal Compliance: Ensure all HR policies and practices comply with local, state, and federal regulations.

- Advise management on HR-related legal matters and ensure adherence to company policies and procedures.

- Employee Engagement & Culture: Champion employee engagement initiatives, fostering a culture of inclusivity, recognition, and continuous feedback to enhance employee satisfaction and retention.

- Change Management: Lead or support organizational change initiatives, helping managers and teams navigate through transitions successfully while maintaining employee productivity and morale.

Required Skills & Qualifications:

- Degree in Human Resources, Business Administration, or a related field (Master's degree preferred).

- 5+ years of experience as an HR Business Partner, HR Manager, or in a similar HR role, with a proven ability to align HR initiatives with business goals.

- Strong business acumen: Ability to understand business objectives and challenges and translate them into effective HR strategies that deliver tangible results.

- Experience in talent management: Deep knowledge of talent acquisition, employee development, performance management, and succession planning processes.

- Employee relations expertise: Skilled in managing employee relations issues, conflict resolution, and providing coaching to leadership on complex employee matters.

- Excellent communication skills: Strong verbal and written communication abilities to effectively interact with stakeholders at all levels of the organization.

- Change management experience: Proven experience in leading or supporting organizational change initiatives and managing transitions smoothly.

- HR Legal Knowledge: Solid understanding of labor laws and HR best practices, with the ability to advise leadership on legal and compliance-related issues