We are seeking a business-oriented, intellectually curious, and growth-minded Human Resources Busi-ness Partner (HRBP) to join HR team and partner with business leaders in driving organizational per-formance, leadership capability, and workforce effectiveness.

This role is designed for an HR professional who enjoys understanding how businesses operate and is motivated to translate people strategies into measurable business outcomes. Working closely with County HR to support  talent management, leadership development, organization effectiveness, and change management while supporting diverse business divisions within a global matrix organization.

The successful candidate is expected to build trusted relationships with managers by combining sound business judgment, analytical thinking, and a collaborative consulting approach. Rather than relying solely on traditional HR practices, this role uses workforce insights, data, and business understanding to identify opportunities, challenge assumptions, and recommend practical solutions that support business growth and organizational capability.
 

• Strategic HRBP / Leadership & Employee Partnership (35%)

  Strategic Business Partnership

• Serve as a trusted partner to leaders, managers, and employees across assigned business units.
• Partner with business leaders to align workforce strategies with business objectives and operational priorities.
• Provide objective, evidence-based recommendations regarding talent, organization, workforce, and leadership decisions.
• Challenge assumptions and facilitate fact-based discussions that improve organizational performance.
• Support leaders in making informed decisions through workforce insights, business analytics, and organizational diagnostics.
• Translate business strategies into practical people plans and organizational actions.

• Organizational Consultation

• Analyze organizational challenges and recommend solutions that improve effectiveness, productivity, and execution.
• Advise leaders on team structure, role clarity, capability building, and workforce optimization.
• Balance employee needs with business priorities while maintaining a strong commercial mindset.
• Act as the primary HR partner for assigned client groups.

• Talent Management & Succession (25%)

  Talent Strategy

• Partner with leaders to conduct talent reviews and succession planning.
• Identify critical talent risks and development opportunities.
• Support leadership pipeline development and succession readiness.
• Drive actions that strengthen organizational capability.

• Performance & Development

• Support performance management and talent calibration processes.
• Coach managers on objective performance assessment and development planning.
• Use data and talent insights to identify development priorities.
• Promote internal mobility and career growth opportunities.

• People Analytics & Workforce Planning (15%)

  Workforce Analytics and Data-Driven Insights and strategic planning

• Headcount and workforce composition
• Attrition and retention
• Employee engagement
• Performance outcomes
• Leadership pipeline strength
• Succession readiness
• Diversity and inclusion metrics
• Skills and capability gaps
• Workforce productivity indicators
• Compensation trend analysis

• Organizational Effectiveness & Change (15%)

• Organizational Effectiveness

• Evaluate organizational structures, accountabilities, and operating models.
• Recommend improvements that increase organizational agility and business performance.
• Support redesign and transformation initiatives using data-driven assessments.

• Change Management

• Partner with leaders to execute organizational changes effectively.
• Assess organizational readiness and change adoption.
• Track outcomes and measure change effectiveness.
• Use workforce data and employee feedback to refine implementation strategies.

• Employee Relations & Compliance (10%)

  Employee Relations

• Advise managers and employees on workplace issues and employee relations matters.
• Support the resolution of complex employee issues through objective assessment and sound judgment.
• Promote a positive, respectful, and high-performing workplace culture.

• Compliance & Governance

• Ensure compliance with employment laws, company policies, and internal governance requirements.
• Maintain confidentiality and integrity of workforce data.
• Support investigations, audits, and compliance activities as required.

• Education

• Bachelor's degree in Human Resources, Organizational Psychology, Data Science, Analytics, or a related discipline.
• Advanced degree preferred.

• Experience

  Required

• Minimum 7 years of HR Business Partner, People Analytics, Talent Management, Learning & Development, Organization Development, Employee Relations or related experience.
• Strong track record partnering with business leaders in complex organizations.
• Experience using quantitative analysis to solve business and workforce challenges.
• Proven ability to connect people initiatives to measurable business outcomes.

• Strongly Preferred

• Experience in supporting engineering, industrial, technology, manufacturing, automation, or other technical workforces.
• Experience in working within multinational matrix organizations.
• Experience in building executive dashboards and workforce intelligence frameworks.
• Experience in using Workday and modern HR analytics tools.