Human Resources Business Partner

Job Description:

The Human Resources Business Partner (HRBP), Commercial Implant Opco serves as a trusted strategic partner to leaders across the North America Commercial organization for Nobel Biocare & Implant Direct. This role works closely with leadership teams to align people strategies with business objectives, drive organizational effectiveness, strengthen leadership capability and support a high-performance culture. The HRBP provides consultation and coaching to leaders on talent management, organizational design, workforce planning, employee relations, change management, and performance optimization. This role combines strong business acumen with HR expertise to proactively identify opportunities, mitigate risk and improve organizational outcomes. The ideal candidate is a proactive, adaptable, and influential HR professional who is comfortable partnering with leaders at multiple levels, leveraging data to drive decisions and balancing strategic initiatives with day-to-day HR support.

Essential Duties and Responsibilities:

·         Partner closely with Commercial leaders to align people strategies with business objectives, providing guidance and consultation on talent, organizational effectiveness, workforce planning, performance management, employee engagement, and leadership development.

·         Serve as a trusted advisor and coach to leaders, helping drive business performance through effective talent decisions, leadership capability building, and proactive management of organizational challenges.

·         Provide guidance and support on employee relations matters, including conflict resolution, investigations, performance concerns, corrective action, policy interpretation, and risk mitigation, ensuring compliance with applicable employment laws and company policies.

·         Lead and facilitate talent management processes, including talent reviews, succession planning, leadership assessments, and development planning to strengthen organizational capability and build future leadership pipelines.

·         Partner with leaders to identify, develop, and retain high-performing and high-potential talent through coaching, career development planning, and internal mobility initiatives.

·         Analyze workforce metrics and trends, including turnover, engagement, retention, staffing, and performance data, to identify risks and opportunities and provide data-driven recommendations to business leaders.

·         Support organizational design, workforce planning, and headcount discussions, ensuring talent strategies align with current and future business needs.

·         Act as a change agent by supporting leaders through organizational changes, restructures, leadership transitions, business integrations, and other strategic initiatives to ensure effective adoption and minimize disruption.

·         Partner with leaders to develop and execute employee engagement strategies, leveraging survey results, feedback mechanisms, and action planning to enhance team effectiveness and employee experience.

·         Collaborate with Talent Acquisition to support recruiting strategies, workforce planning efforts, and selection decisions for key Commercial roles.

·         Facilitate HR-related training, leadership discussions, talent calibration sessions, and employee meetings to reinforce organizational priorities and support manager effectiveness.

·         Partner with HR Centers of Excellence, Shared Services, Finance, Sales Operations, and other cross-functional teams to deliver integrated solutions that support business objectives and employee needs.

·         Provide guidance on compensation, performance management, and talent decisions to ensure consistency, fairness, and alignment with organizational practices.

·         Utilize business and workforce insights to proactively identify organizational risks, recommend solutions, and influence leadership decision-making.

·         Lead or support HR projects and strategic initiatives focused on organizational effectiveness, talent optimization, leadership development, employee experience, and continuous improvement.

·         Maintain knowledge of federal, state, and local employment regulations and ensure HR practices remain compliant with applicable laws and company policies.

Job Requirements:

Education & Experience

• Bachelor’s degree in Human Resources, Business, or related field required.
• 5+ years of progressive HR experience in a generalist role; commercial or field‑based support experience preferred.
• Must reside withing a commutable distance to Brea, CA. This is a fulltime role and not hybrid or remote opportunity.

Skills & Abilities

• Strong working knowledge of federal and state employment laws (EEO, FMLA, ADA).
• Experience supporting leaders in a fast‑paced, performance‑driven environment preferred.
• Proven experience handling employee relations matters with sound judgment and discretion.
• HRIS proficiency highly preferred
• Strong communication skills with the ability to influence and coach leaders at all levels.
• Analytical mindset with ability to interpret data and identify trends.
• Ability to manage multiple priorities independently and meet deadlines.
• High level of professionalism, organization, and attention to detail.
• Proficiency in Microsoft Office (Outlook, Word, PowerPoint, Excel).

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Target Market Salary Range:

Actual compensation packages take into account a wide range of factors that are unique to each candidate, including but not limited to geographic location; skill sets; relevant education and certifications; depth of experience; performance; and other business and organizational needs. The disclosed reasonable estimate has not been adjusted for the applicable geographic differential associated with the location at which the position may be filled.  At Envista, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. The total compensation package for this position may also include an annual performance bonus, medical/dental/vision benefits, 401K match, and/or other applicable compensation plans.

Operating Company:

Envista and all Envista Companies are equal opportunity employers that evaluate qualified applicants without regard to race, color, national origin, religion, sex, age, marital status, disability, veteran status, sexual orientation, gender identity, or other characteristics protected by law. The “EEO is the Law” poster is available at: http://www.dol.gov/ofccp/regs/ compliance/posters/pdf/eeopost.pdf.

Envista and its family of companies (Envista) will not accept unsolicited resumes from any source other than directly from a candidate.  Envista will consider unsolicited referrals and/or resumes submitted by vendors such as search firms, staffing agencies, professional recruiters, fee-based referral services and recruiting agencies (Agency) to have been referred by the Agency free of charge and Envista will not pay a fee for any placement resulting from the receipt such unsolicited resumes.  An Agency must obtain advance written approval from Envista's internal Talent Acquisition or Human Resources team to submit resumes, and then only in conjunction with a valid fully-executed contract approved by the Global Talent Acquisition leader and in response to a specific job opening.  Envista will not pay a fee to any Agency that does not have such agreement and written approval in place.