HR Business Partner (HRBP)

What This Role Is Accountable For

Strategic Partnership

• Partner with leaders to understand business goals and translate them into people strategies

• Provide guidance on org design, headcount planning, and team effectiveness

• Influence leadership decisions using data, insight, and sound judgment

Leadership & Manager Enablement

• Coach managers on performance management, employee relations, and leadership challenges

• Support leaders through complex people situations and change initiatives

• Raise leadership capability and accountability across teams

Workforce & Talent Planning

• Anticipate talent risks and capability gaps

• Partner with TA and L&D on hiring, succession, and development plans

• Support workforce planning aligned to short- and long-term business needs

Performance & Culture

• Drive effective performance management practices

• Reinforce company values, culture, and leadership behaviors

• Identify engagement issues early and partner on solutions

Employee Relations & Risk Management

• Handle complex employee relations matters with fairness and consistency

• Ensure compliance with U.S. employment laws while balancing business needs

• Advise on investigations, corrective actions, and risk mitigation

Change & Transformation

• Support leaders through organizational change, restructuring, and growth

• Assess change impact and guide leaders on communication and execution

• Act as a stabilizing force during periods of transformation

What Success Looks Like

• Leaders proactively seek HRBP input on people decisions

• Teams are structured and staffed effectively

• Performance issues are addressed early and fairly

• Engagement and retention improve within supported groups

• People strategies clearly support business results

Required Experience

• 7+ years in progressive HR roles with HRBP experience

• Proven partnership with senior leaders or executives

• Strong knowledge of U.S. employment laws and ER practices

• Experience supporting remote or multi-state workforces

Core Capabilities

• Strategic thinking with business acumen

• High credibility with leaders

• Sound judgment and discretion

• Strong coaching and influence skills

• Ability to manage ambiguity and change

Nice to Have

• SHRM-SCP, SPHR, or equivalent

• Experience in scaling organizations or transformations

• Data-driven HR or people analytics exposure