The Human Resources Business Partner (HRBP) serves as the strategic HR partner for assigned business units and site leadership, aligning people strategy with business objectives to drive performance, engagement, organizational effectiveness, and compliance.
Requirements
- Partner with site and business leaders to align people strategies with operational and organizational goals
- Serve as a trusted advisor and coach to managers and leaders on employee relations, team effectiveness, performance management, leadership capability, organizational challenges, and change management
- Use HR data and business insight to identify patterns in turnover, engagement, attendance, onboarding, performance, and other workforce metrics
- Support workforce planning efforts by partnering with leaders on headcount needs, organizational structure, succession considerations, critical role planning, and talent gap identification
- Lead and support organizational change initiatives at the site level, including restructures, leadership transitions, policy implementation, and culture or engagement efforts
- Act as the primary HR point of contact for employees and managers at the assigned site
- Provide guidance on HR policies, procedures, employment practices, and best practices
- Manage employee relations matters, including coaching conversations, documentation, investigations, corrective action, and performance improvement planning
- Oversee and coordinate the employee lifecycle at the site, including onboarding, internal employment changes, and offboarding
- Manage end-to-end onboarding activities, including I-9 verification, orientation scheduling, system coordination, and first-day planning
- Ensure compliance with employment authorization requirements, including timely I-9 completion, re-verifications, and maintenance of accurate, audit-ready documentation
- Coordinate offboarding activities, including separation documentation, system access removal, exit processes, and company equipment return
- Partner with payroll to ensure site-level employee changes, corrections, deductions, garnishments, bonuses, and status updates are submitted accurately and on time
- Serve as a key HR resource for employee benefits support, including enrollment, qualifying life events, leave coordination, open enrollment, and employee education related to available benefit programs
- Partner with third-party administrators and internal stakeholders to support leaves of absence, accommodations, and related employee needs in a compliant and employee-centered manner
- Support immigration-related processes by coordinating documentation, tracking visa and work authorization deadlines, and partnering with outside counsel or vendors to maintain compliance and continuity for affected employees
- Maintain accurate employee records, process HR transactions, and prepare HR-related documentation and correspondence in HRIS systems such as Paylocity
- Stay current on federal, state, and local employment laws and ensure site HR practices, documentation, and processes remain compliant and well administered
- Support employee engagement survey administration and action planning by analyzing site results, identifying themes, and partnering with leaders on targeted improvement initiatives
- Identify opportunities to streamline HR processes, improve service delivery, and strengthen the effectiveness of HR programs, policies, and tools across the site and broader organization
- Participate in and contribute to broader HR projects, initiatives, and cross-functional efforts that support business priorities and organizational growth
Benefits
- Medical, dental, vision, HSA, term life, AD&D, STD, LTD
- 100% of the employee-only medical premium covered by Panelmatic
- 80% of all other medical coverage levels covered by Panelmatic; 20% employee contribution
- 401(k) with employer match and bonus possibilities
- Scholarships, educational reimbursement, paid volunteerism, and paid personal and professional development provided
- PTO and paid holidays provided
- Career advancement opportunities
