The Human Resources Business Partner (HRBP) is an advanced professional who serves as a trusted partner to leaders and managers within an assigned client group. The role independently supports the delivery of people strategies and day-to-day HR needs across the organization. Working closely with business leaders, Compensation, People Experience, HR Operations, and other HR Centers of Excellence, this role supports organizational effectiveness through talent management, performance management, employee relations, compensation programs, workforce planning, and organizational change.

The ideal candidate is an experienced, collaborative HR professional who can independently support an assigned client organization, advise managers and business leaders across multiple HR disciplines, navigate a matrixed environment, and translate HR programs and practices into practical solutions for leaders and employees.

Business Partnership

• Serve as the primary HR partner for an assigned client group, providing guidance and support across a broad range of HR matters.
• Build strong relationships with leaders and managers and develop an understanding of their business, workforce, and organizational needs.
• Advise leaders on workforce planning, organizational changes, employee relations, talent, and people-related decisions.
• Support organizational changes, restructuring, growth initiatives, and evolving business needs.
• Partner across a decentralized and matrixed HR organization to coordinate solutions and ensure effective delivery of HR services.

Compensation, Rewards & Workforce Planning

• Partner with Compensation to support annual salary reviews, promotions, equity reviews, recognition programs, and other compensation initiatives.
• Advise managers on compensation programs, guidelines, job changes, and related employee questions.
• Support workforce planning and headcount activities within assigned client groups.
• Help ensure consistent application and understanding of compensation programs and practices.

Performance Management & Talent Programs

• Partner with the People Experience team to support performance management, talent reviews, succession planning, leadership development, and other talent programs.
• Coach managers on goal setting, performance conversations, employee development, feedback, and accountability.
• Support talent review and succession planning activities through leader consultation and program execution.
• Help leaders identify talent needs and development opportunities within their organizations.

Employee Relations & Manager Effectiveness

• Independently manage and support employee relations matters, workplace investigations, performance improvement efforts, and conflict resolution.
• Coach managers on performance concerns, policy application, employee issues, and appropriate HR practices.
• Partner with senior HR leadership and specialized resources on employee relations or organizational matters involving significant risk, enterprise impact, or exceptional complexity.
• Build manager capability through ongoing consultation, coaching, and practical HR support.
• Support employee engagement, team effectiveness, and a positive workplace culture.

HR Programs, Projects & Continuous Improvement

• Support the implementation and execution of HR programs, policies, processes, and annual cycles.
• Identify opportunities to improve HR processes and the employee and manager experience.
• Lead or participate in HR projects and cross-functional initiatives.
• Provide feedback and insights to HR Centers of Excellence regarding business needs and program effectiveness.
• Use HR systems, workforce data, and organizational information to identify trends and support business decisions.

Minimum Qualifications

• Bachelor's degree or equivalent combination of education and experience, plus 6+ years of progressive Human Resources experience, including at least 3 years in an HR Business Partner (HRBP) role.
• Demonstrated ability to independently support a client organization across multiple HR disciplines, including employee relations, performance management, talent management, compensation, and organizational change.
• Experience coaching and advising managers on employee relations, performance, organizational, and workforce matters.
• Working knowledge of employment practices, HR policies, compensation programs, and talent management processes.
• Experience supporting organizational changes, restructures, workforce planning, or other business transformation activities.
• Ability to navigate and collaborate effectively within a matrixed organization and across HR Centers of Excellence.
• Experience using HRIS platforms and workforce data to support HR processes and decision-making.
• Strong judgment, problem-solving, consulting, and stakeholder management skills.
• Strong written and verbal communication skills.

Preferred Qualifications

• Experience supporting a complex or geographically dispersed client organization.
• Experience working within an HR model that includes HR Business Partners, shared services, and Centers of Excellence.
• Experience with compensation programs, workforce planning, organizational changes, and talent processes.
• Experience with Workday or similar HRIS platforms.
• HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR is a plus.

The anticipated base pay range for this position is $96,614 to $150,000. The actual base salary offered depends on a variety of factors, which may include as applicable, the qualifications of the individual applicant for the position, years of relevant experience, specific and unique skills, level of education attained, certifications or other professional licenses held, and the location in which the applicant lives and/or from which they will be performing the job.

In addition to a competitive base salary, this position is also eligible for an annual corporate bonus plan, which is based on company performance and is not guaranteed, and a comprehensive benefits package including healthcare benefits (medical, dental, and vision), paid medical leave, a 401k plan with matching company contributions, vacation time, education assistance, student loan assistance program, eighty hours of paid sick leave time annually, and up to twelve weeks paid parental leave.

Honesty, integrity, and ethical conduct are material requirements for the responsibilities outlined above.