Human Resources Business Partner

Summary Partners closely with senior leadership and line managers to deliver HR services that support the company exceeding business goals, driving employee engagement, and enabling talent development within a multi-site, multi-state, dynamic, fast-growing company.

Responsibilities

HR Partner Trusted Advisor Builds and maintains trusted advisor relationships with senior leaders and managers to influence decision-making and drive organizational effectiveness Partners with leadership to align people strategies with business objectives, including workforce planning, organizational design, and capability building. Leverages people analytics and business insights to identify trends, diagnose issues, and recommend data-driven solutions. Leads execution of core HR processes (performance management, talent reviews, engagement surveys), ensuring quality, consistency, and business alignment.

Guides leadership through change management and organizational design efforts tied to program expansions, reorganization, and contract transitions. Identifies opportunities to enhance employee experience and implement scalable, sustainable improvements.

Develops and maintains Standard Operating Procedures (SOPs) to ensure consistency and scalability of HR practices. Partners with the Talent Acquisition team on hiring strategies, internal mobility, and workforce transitions Leads or contributes to special projects and initiatives as requested. Demonstrates accountability and ownership in delivering results.

Maintains regular attendance including being at work, being on time to work and working full shifts. Other duties as assigned.

Compensation

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Benefits

, talent acquisition, and training development to implement scalable HR programs and initiatives. Employee Relations Serves as a subject matter expert on employee relations, employment laws, and company policies, ensuring compliant and consistent application across the organization. Manages and resolves complex employee relations issues, conducting thorough investigations, documenting findings, and implementing appropriate resolutions.

Assesses and mitigates organizational risk by identifying trends and proactively recommending preventative strategies. Advises leaders and employees on a wide range of workplace matters, balancing legal compliance, company values, and business needs. Partners with legal and senior HR leadership as appropriate on high-risk or sensitive matters.

Facilitates offboarding processes, including exit interviews, and analyzes trends to inform retention and engagement strategies. Talent Management Employee Development Partners with leaders to assess organizational capability, identify skill gaps, and develop talent strategies to support current and future business needs. Drives succession planning and talent pipeline development for critical roles.

Supports identification and development of high-potential employees. Coach managers on effective performance management, feedback, and employee development initiatives. ), providing guidance to employees, managers, and HR team members on leave-related matters and supporting the resolution of complex or escalated cases.

Owns the accommodations process for assigned business groups including providing guidance and following procedures for employees seeking medical or other legally defined accommodations. Ensures that applicable laws, policies, and procedures are being followed while empathy for the employee is demonstrated.