Human Resources Business Partner

The HR Business Partner is a strategic and operational leader within the Human Resources team, responsible for fostering a positive workplace culture, ensuring compliance with policies and regulations, and supporting leadership in achieving organizational goals. This role focuses on delivering HR solutions that align with business priorities while managing day-to-day HR administration, data management, and employee relations. By leveraging expertise in HR operations, the HR Business Partner plays a key role in optimizing HR processes and driving organizational success.

DUTIES AND RESPONSIBILITIES

Strategic Partnership

• Act as a trusted advisor to managers and leadership, providing guidance on HR policies, employee relations, and organizational development.
• Partner with leadership to align HR strategies with business objectives and support workforce planning initiatives.
• Identify and address gaps in processes, systems, or programs to enhance organizational effectiveness and compliance.

HR Administration

• Oversee the employee lifecycle, ensuring efficient onboarding, seamless transitions, and structured offboarding processes.
• Maintain and update accurate employee records in the HRIS system, ensuring compliance with data protection laws.
• Manage day-to-day administrative tasks, including employment verifications, HR policy documentation, and compliance reporting.
• Support benefits administration by collaborating with the Payroll & Benefits Administrator to address employee inquiries and ensure smooth processes.

Employee Relations

• Serve as a resource for employees, addressing concerns and inquiries with professionalism and discretion.
• Facilitate conflict resolution and support leadership in managing performance improvement plans (PIPs) and disciplinary actions.
• Promote a culture of engagement and accountability by assisting in the development of employee recognition and feedback programs.

Compliance and Policy Management

• Ensure compliance with federal, state, and local employment laws and regulations, including FMLA, ADA, and FLSA.
• Partner with HR leadership to develop, update, and implement HR policies and procedures.
• Conduct periodic audits of HR files, policies, and processes to ensure compliance and identify opportunities for improvement.

Data Management and Reporting

• Generate and analyze HR metrics and reports to provide actionable insights for decision-making.
• Monitor trends in absenteeism, turnover, and employee engagement to recommend strategies for improvement.
• Support leadership with ad hoc reporting and data analysis as needed.

Process Improvement

• Collaborate with the HR team to streamline HR workflows and improve the employee experience.
• Lead or contribute to projects focused on process optimization, system upgrades, or employee engagement initiatives.
• Ensure all HR processes are documented and updated regularly to reflect best practices.

SKILLS AND ABILITIES

• Strategic Thinking: Ability to align HR strategies with organizational goals and implement meaningful solutions.
• Operational Excellence: Proven ability to manage day-to-day HR operations with precision and attention to detail.
• Communication: Exceptional verbal and written communication skills, with the ability to effectively address employees and leadership.
• Problem-Solving: Strong analytical and decision-making skills to address complex employee relations and organizational challenges.
• Interpersonal Skills: Demonstrated ability to build trust and maintain relationships across all levels of the organization.
• Technical Proficiency: Proficient in HRIS systems, data analysis tools, and Microsoft Office Suite.
• Project Management: Experience leading or contributing to cross-functional projects and initiative

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• 3+ years of experience in an HR Generalist or HR Business Partner role.
• In-depth knowledge of federal, state, and local employment laws and regulations.
• Experience with HRIS platforms and data analysis tools.
• Professional certification (e.g., SHRM-CP, PHR) preferred.
• Capacity to apply discretion and maintain a high level of confidentiality when handling sensitive information.