Regional HR Business PartnerPosition Summary:The Regional HR Business Partner (HRBP) serves as a strategic advisor to business leaders, translating business objectives into people strategies that drive growth, transformation, and performance. The HRBP anticipates workforce needs, identifies organizational risks and opportunities, and leads integrated solutions across organizational effectiveness, workforce planning, talent, leadership development, change management, and employee engagement. The HRBP holds ultimate accountability for employee relations strategy and risk within assigned client groups, partnering with Associate HR Business Partners and People Partners who manage day-to-day execution. The role balances strategic influence with execution, delivering measurable business outcomes while developing the broader HR partnership team.
Key Responsibilities:Strategic Business Partnership- Serve as the primary strategic HR advisor to assigned business leaders, developing a deep understanding of business goals, operational challenges, and growth strategies.
- Translate business objectives into actionable people strategies that support organizational performance and long-term success.
- Identify workforce, talent, leadership, and organizational risks and recommend effective solutions.
- Utilize workforce data, employee insights, and business metrics to drive informed decision-making and measure outcomes.
- Build trusted relationships with leaders through coaching, influence, and strategic consultation.
Organizational Effectiveness & Change Management- Lead HR partnership on transformation, including regionalization, operating model changes, organizational design, role clarity, and workforce optimization.
- Develop and execute change management strategies that drive adoption, minimize disruption, and achieve business objectives.
- Assess organizational readiness and proactively identify people-related risks and mitigation plans.
- Partner with functional HR teams and Centers of Excellence (COEs) to implement enterprise-wide initiatives within assigned business groups.
Workforce Planning, Talent & Leadership Development- Lead workforce and succession planning processes to identify critical talent needs, capability gaps, and future leadership requirements.
- Facilitate talent reviews and succession discussions with business leaders.
- Coach leaders on performance management, employee development, retention strategies, and leadership effectiveness.
- Partner with Compensation, Talent, Learning & Development, and Benefits teams to support business goals and a consistent, high-performance culture.
Employee Relations, Risk & Governance- Retain ultimate accountability for employee relations within assigned client groups, ensuring sound assessment, resolution, and escalation of complex or high-risk matters.
- Counsel leaders on sensitive matters, including performance concerns, investigations, discipline, accommodations, and conflict; partner with Legal on high-risk cases.
- Ensure fair, consistent, and compliant application of policies and federal and state employment laws, with appropriate documentation and case management.
- Analyze employee relations trends and recommend proactive solutions that mitigate organizational risk and improve employee experience.
HR Team Leadership & Development- Mentor and develop Associate HRBPs and People Partners by strengthening their business acumen, consulting capabilities, and employee relations expertise.
- Provide direction on case management, escalation processes, and service delivery expectations.
- Foster a culture of accountability, collaboration, and continuous learning across the HR team.
- Support the development of future HR talent and succession within the HR function.
Strategic HR Initiatives- Lead cross-functional HR projects and initiatives from planning through implementation.
- Establish project objectives, stakeholder communication plans, timelines, risks, and success metrics.
- Monitor and report outcomes while recommending continuous improvements.
- Drive initiatives that enhance organizational effectiveness, talent outcomes, and employee engagement.
Qualifications:- Bachelor's degree in Human Resources, Business Administration, or a related field preferred.
- SHRM-CP, SHRM-SCP, PHR, or SPHR certification strongly preferred.
- Minimum of 5 years of progressive Human Resources experience, including strategic business partnership, employee relations, organizational effectiveness, talent management, workforce planning, and change management.
- Proven experience partnering with senior leaders and translating business objectives into effective people strategies that drive business results.
- Demonstrated success leading organizational change, workforce planning, succession planning, and cross-functional HR initiatives.
- Strong knowledge of federal and state employment laws, employee relations practices, HR policies, compliance requirements, and organizational risk management.
- Experience analyzing workforce data, employee trends, and business metrics to influence decisions and deliver measurable outcomes.
- Exceptional communication, coaching, consulting, problem-solving, and stakeholder management skills, with the ability to influence leaders at all levels of the organization.
- Proven ability to manage multiple priorities and thrive in a fast-paced, evolving, and growth-oriented environment.
- Experience supporting multi-location, remote, or geographically dispersed workforces preferred.
- Experience within a high-growth, acquisition-driven, or matrixed organization preferred.
- Ability and willingness to travel up to 20% primarily within the assigned region.
- Ability to pass a criminal background check, as permitted by law.
Work Environment: This position offers remote work flexibility.
Salary Transparency Statement: In accordance with state and local pay transparency laws, we will provide the applicable salary range upon request to candidates who reside in jurisdictions where such disclosure is required.
Benefits:- Competitive Salary
- Health Insurance Plans (PPO, HSA, Copay Options)
- Dental Insurance
- Vision Insurance
- Company Paid Disability Insurance
- Supplemental Insurance including Critical Illness, Accident, Legal, Pet Insurance
- 401(k) with Safe Harbor Match
- Paid Time Off
- Paid Holidays
