Sr. Human Resources Business Partner

The Home Office Human Resources Business Partner serves as a strategic advisor to organizational leaders by collaborating with HR colleagues to deliver enterprise-aligned people solutions that drive business performance, strengthen governance, and foster a high-performing culture. This role acts as a primary point of contact for Home Office employees and managers, providing integrated HR support while partnering closely with HR Centers of Excellence to implement solutions that enable organizational effectiveness and long-term business success. 

Hiring Range: $83,000.00 to $108,000.00 per year

• Aligns people strategy to enterprise objectives by partnering with Home Office leaders to translate business, financial, and operational goals into effective workforce plans.
• Serves as a trusted advisor delivering strategic and operational HR consultation to leaders across Finance, Audit, Sales, Customer Service, Legal, IT, and Operations Support.
• Leads complex employee relations matters by conducting objective investigations, advising leaders on appropriate actions, and mitigating legal and reputational risk.
• Ensures compliance and governance through disciplined application of employment laws, internal policies, documentation, and audit-ready HR practices.
• Enables performance and accountability by coaching leaders on goal setting, feedback, corrective action, and career development.
• Fosters engagement, culture, and retention by guiding leaders on workforce practices that promote consistency, equity, and employee experience.
• Leverages workforce analytics to identify trends, risks, and opportunities, delivering data-driven insights to inform leadership decisions.
• Ensures the effective delivery of core HR programs (onboarding, compensation, benefits, leave, recognition, and talent processes) aligned with enterprise standards.
• Identifies capability and training needs by assessing organizational, leadership, and compliance requirements for corporate functions.
• Serves as a trusted HR point of contact for employees and managers, providing clear guidance, policy interpretation, and resolution of HR-related inquiries.
• Participates in training and other learning opportunities to expand knowledge of the company, products, sales and services and performs any other duties needed to help drive our vision, fulfill our mission, and/or abide by our core values.  
• Ensures compliance with all company, state, and federal policies, regulations, and laws regarding employment and employee safety.

Nature & Scope

The HR Business Partner reports to the Vice President of Human Resources. The role serves as the primary HR partner for Casella Waste Systems’ Home Office business unit, comprising approximately 500 employees primarily located in Rutland, Vermont, with a distributed remote workforce. This role partners closely with senior and functional leaders to drive organizational effectiveness, workforce strategy, and leadership capability across corporate and enterprise-enabling functions, including Finance, Audit, Sales, Customer Service, Legal, Information Technology, and Operations Support.

Operating within Casella’s matrixed HR model, the HRBP is accountable for translating enterprise people strategies into compliant, scalable, and consistently applied workforce practices. The role partners closely with functional leadership and HR Centers of Excellence to support organizational design, workforce planning, performance management, and employee relations while maintaining strong internal controls and audit readiness. The HRBP advises leaders on role clarity, accountability structures, change management, and leadership effectiveness, aligned with corporate policies and regulatory expectations.

The position carries significant responsibility for ensuring consistent workforce governance across on-site and remote employees, including equitable application of HR policies, performance standards, and employment practices. While the role has no direct supervisory authority, it exercises substantial influence through advisory partnerships, coaching, and mentoring. The HRBP’s work directly impacts Casella’s compliance posture, risk management, leadership capability, and ability to attract, engage, and retain talent within its corporate functions.

The HRBP is accountable for identifying and mitigating people-related risks within the Home Office population, including employee relations exposure, compliance gaps, leadership practices, and policy inconsistencies. The role exercises independent judgment in advising leaders on investigations, corrective actions, and employment decisions within established policy, legal, and delegated-authority frameworks.

Matters with significant legal, financial, reputational, or audit implications are escalated in partnership with the Director of Human Resources Operations, Legal, and other appropriate stakeholders. Through disciplined application of controls, documentation, and governance standards, the HRBP plays a key role in protecting Casella’s integrity and supporting its obligations as a publicly traded organization.

The successful candidate will have a bachelor's degree in HR management, business, or a related field, with 3-5 years of progressive human resources experience, including extensive management of complex employee relations matters. Professional certification preferred, e.g., SHRM-CP/SCP, PHR/SPHR. Strong problem-solving, communication, and stakeholder management skills are required. Candidates must have a customer-focused mindset and the ability to handle sensitive information with discretion. Working knowledge of federal and state employment laws, compensation practices, HR and payroll information systems, and a basic understanding of benefits policies and procedures is required.  Candidates must be legally eligible to work in the U.S., hold a valid driver’s license, and be able to travel as needed.

Positive, self-motivated individual who demonstrates strong business acumen, sound judgment, and the ability to balance strategic insight with hands-on execution.  By building credibility through trust, discretion, consistency, and high ethical standards, the incumbent effectively navigates complexity and ambiguity, manages sensitive information, and influences diverse stakeholders through clear, pragmatic, and persuasive communication. 

Medical, Dental, Vision, Life & Disability Insurance, Maternity & Parental Leave, Flexible Spending Accounts, Discounted Stock Program, 401K, Boot & Clothing Allowance, Safety Awards, Employee Assistance Plan, Wellness Incentive, Tuition Assistance, Career Pathways, and More.