HR Business Partner

Workforce Development & Talent Acquisition

• Partner with leaders to develop workforce plans, talent strategies, and organizational capabilities that support business objectives.
• Support succession planning, change management, and talent development initiatives while leveraging workforce analytics to drive organizational effectiveness.
• Manage full-cycle recruitment for assigned positions, including job posting, sourcing, screening, interview coordination, and offer management.
• Partner with hiring managers to define role requirements, build effective job descriptions, and develop sourcing strategies that attract qualified, diverse candidates.
• Serve as the primary point of contact for candidates throughout the hiring process, ensuring a positive and professional candidate experience.
• Track and report on recruitment metrics (time-to-fill, cost-per-hire, source effectiveness) to inform continuous improvement of the hiring process.
• Lead workforce planning for the organization, partnering with the VP of HR and department leaders to forecast staffing needs, anticipate turnover, and build hiring plans aligned to business goals and headcount budgets.
• Coordinate pre-employment steps such as background checks, reference checks, and onboarding handoffs.

HRIS Recruitment Module Administration

• Partnering with the HR Manager, serve as the primary administrator of the recruitment/applicant tracking module within the company's HR system, maintaining job requisitions, workflows, and candidate records.
• Configure and update system settings, approval workflows, and templates (offer letters, rejection notices, interview scorecards) as hiring needs evolve.
• Monitor data accuracy and integrity within the recruitment module, troubleshooting issues and coordinating with IT or the HRIS vendor as needed.
• Generate reports and dashboards from the HRIS to support hiring decisions and leadership updates.
• Identify opportunities to streamline recruitment workflows through better use of system functionality.

• Predictive Index Assessment Administration

• Own the Predictive Index (PI) process for the organization, serving as the primary administrator of the PI platform for all open roles.
• Send PI Behavioral and Cognitive Assessments to candidates at the appropriate stage of the hiring process, and manage timely completion.
• Review, interpret, and prepare clear summaries of assessment results for hiring managers.
• Meet with hiring managers to explain PI results and how they relate to candidate fit, job target profiles, and team dynamics.
• Maintain PI account administration, including user access, job targets, and assessment templates, ensuring consistent use of the tool across the organization.

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  Internal Communications

• Partner with the VP of HR. HR Manager and department leaders to craft clear, consistent messaging during organizational changes or initiatives.
• Support employee engagement efforts through newsletters, surveys, and other communication channels.

• Projects

  Ad hoc HR projects as needed.