The Human Resources Business Partner (HRBP) works closely with U.S. business leaders and employees to align talent and people practices with business objectives. The HRBP supports organizational success by fostering an engaged, collaborative, and high-performing workforce while providing guidance on talent, organizational, and employee-related matters.

This role partners with business leaders, employees, HR Centers of Excellence (Learning & Development, Compensation & Benefits, Talent Acquisition, and Talent Management), and Shared Services to deliver effective HR solutions that support business goals. The HRBP also helps ensure compliance with applicable employment laws, company policies, and HR practices across all locations.

Strategic HR Business Partnership

• Build effective partnerships with leaders and employees to support business objectives and promote a positive employee experience.
• Provide guidance on HR policies, workforce matters, employee relations, performance management, and organizational effectiveness.
• Partner with HR Centers of Excellence and Shared Services to deliver consistent and effective HR programs and services.

Organizational Development & Design

• Identify opportunities to improve organizational effectiveness and team performance.
• Partner with business leadership to support organizational design initiatives, including changes to structures, processes, and ways of working.

Change Management

• Support leaders through organizational growth and change by providing guidance, tools, and resources related to communication planning, change readiness, problem solving, and team effectiveness.
• Assist in implementing change management initiatives that support business and workforce objectives.

Talent Management

• Partner with Talent Management & Organizational Development to support talent reviews, succession planning, leadership development, and employee growth initiatives.
• Collaborate with leaders to identify development opportunities, address talent needs, and support internal mobility efforts.
• Contribute to strategies that attract, develop, and retain high-performing talent.

Coaching & Employee Support

• Provide coaching and guidance to leaders on people management, employee development, team dynamics, and organizational issues.
• Serve as a trusted resource for employees by providing support, guidance, and resolution of workplace concerns when appropriate.
• Partner with Talent Management to support initiatives that enhance leadership and manager effectiveness.

HR Program Delivery

• Support the implementation and execution of key HR programs and processes, including talent acquisition, compensation planning, performance management, employee engagement, training and development, and other talent initiatives.
• Partner with HR Centers of Excellence and Shared Services to ensure programs are delivered effectively and aligned with business needs.

Talent Acquisition & Workforce Planning

• Partner with Talent Acquisition and business leaders to support recruiting, selection, and onboarding activities.
• Help ensure staffing needs are met through effective workforce planning and talent acquisition practices.

Employee Relations & Compliance

• Address employee relations matters in a timely, fair, and consistent manner, including performance concerns, disciplinary issues, and workplace conflicts.
• Ensure compliance with applicable federal, state, and local employment laws, regulations, and company policies.
• Maintain confidentiality and exercise sound judgment when handling sensitive employee information.

Learning & Development

• Support and facilitate HR-related training and development initiatives as needed.
• Promote employee and leadership development opportunities that strengthen organizational capability.

• Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent combination of education and experience.
• 5+ years of progressive HR experience with demonstrated knowledge across multiple HR disciplines.
• HR Business Partner, HR Generalist, or equivalent employee-facing HR experience preferred.
• Experience supporting leaders and employees in a matrixed or complex business environment.
• Working knowledge of talent management, employee relations, organizational development, and performance management practices.
• Knowledge of U.S. employment laws and HR best practices.
• Strong written, verbal, interpersonal, and consulting skills.
• Ability to build relationships, influence outcomes, and navigate sensitive situations with professionalism and discretion.
• Strong problem-solving, organizational, and analytical skills.