Role OverviewA Human Resources Business Partner (HRBP) is a hands-on HR professional who partners with managers and employees to support effective people management and deliver the company's people priorities. Reporting to the HR Manager, the HRBP will provide practical and strategic support across employee relations, performance management, talent development, organizational change, employee engagement, and HR compliance.
The role will work closely with business leaders and collaborate with the HR Manager, CFO, and other members of the leadership team, as appropriate, to ensure that people practices support the company's objectives and are applied consistently across the organization.
Responsibilities:
- Strategic HR Partnership:
- Collaborate with business leaders to understand organizational goals and develop HR strategies that support them.
- Partner with the HR Manager and business leaders to translate organizational priorities into practical people plans and initiatives.
- Build strong relationships with managers, providing proactive advice and constructive challenge on organizational and people matters.
- Support workforce planning, organizational design, and headcount planning activities.
- Service as a trusted point of contact for managers and employees on workplace concerns, employee relations matters, and the interpretation of company policies.
- Provide guidance on employee relations matters, ensuring fair and consistent application of policies.
- Manage employee relation cases, including performance concerns, grievances, disciplinary matters, investigations, accommodations, and employee exits, escalating complex or high-risk matters to the HR Manager as appropriate.
- Maintain appropriate documentation and ensure that employee matters are handled sensitively, promptly, and confidentially.
- Partner with managers and the Talent Acquisition function, where applicable, to identify workforce needs and support effective recruitment, selection, and onboarding.
- Support talent development initiatives, including training, career development, and succession planning.
- Assist on identifying high-potential employees, skills gaps, and development priorities across assigned business areas.
- Support effective onboarding and offboarding processes and identify opportunities to improve the employee experiences.
- Implement and manage performance management processes, including goal setting, performance reviews, and feedback mechanisms.
- Provide coaching to managers on addressing performance issues and improving team effectiveness.
- Support managers in setting clear expectations, providing effective feedback, documenting performance concerns, and developing appropriate improvement plans.
- Promote consistent and equitable performance-management practices across the organization.
- HR Compliance and Policies:
- Maintain current knowledge of applicable employment laws and regulations and support compliant HR practices and policies.
- Work with the HR Manager, Legal and other relevant stakeholders to address HR-related legal issues.
- Support organizational change initiatives by helping managers and employees navigate transitions and by facilitating clear, timely, and sensitive communication.
- Contribute to change initiatives by providing insights into the people impact and offering solutions to mitigate challenges.
- Employee Engagement and Culture:
- Develop and implement initiatives to enhance employee engagement and the overall employee experiences.
- Conduct surveys, analyze results, and recommend actions to improve the work environment.
- Partner with managers to develop and monitor meaningful action plans in response to employee feedback.
- Promote the company's values and contribute to an inclusive, collaborative, and high-performing culture.
- HR Data, Systems, and Reporting:
- Use HR analytics to assess the effectiveness of HR programs and provide data-driven insights to support decision-making.
- Analyze trends and metrics in partnership with the broader HR team to develop solutions, programs, and policies.
- Prepare regular reports on key HR metrics and trends.
- Ensure that employee information is accurately maintained in the HRIS and handled in accordance with confidentiality and data-protection requirements.
Qualifications- Bachelor's degree in Human Resources, Business Administration, or a related field. An advanced degree or recognized HR certification, such as SHRM-CP, SHRM-SCP, PHR, SPHR, or equivalent, is preferred but not required.
- At least five (5) years of progressive generalist HR experience, including significant partnering with managers and independently handling employee relations matters.
- Strong understanding of HR principles, practices, and employment laws, including experience applying relevant federal and state employment requirements.
- Excellent communication and interpersonal skills, with the ability to build credibility and handle sensitive matters with sound judgement and discretion.
- Demonstrated ability to think strategically while remaining comfortable with hands-on HR delivery and administration.
- Experience in handling employee relations, talent management, and change management.
- Proficiency in HRIS (Human Resources Information Systems) and other relevant software tools.
- Comfortable using AI and automation tools to improve efficiency, streamline HR processes, and enhance decision-making, while maintaining appropriate confidentiality and data protection.
$0 - $0 a year
If you are driven by innovation, eager to make a significant impact in the realm of scientific and medical research, and possess the skills and passion we are looking for, we invite you to apply and be a part of our mission to improve our understanding of the details of life.
