Human Resources Business Partner

Role Overview

• Serve as a trusted advisor to operations leaders, providing strategic guidance on organizational effectiveness, workforce planning, and people-related decisions
• Own and drive the execution of people strategies that directly support business goals, including performance, engagement, and retention outcomes
• Establish and maintain a strong rhythm of business with leaders, including regular operational check-ins, talent reviews, and workforce planning discussions
• Own execution of core HR processes (performance management, talent reviews, workforce planning), ensuring consistency, quality, and timeliness across the business
• Monitor and act on key workforce metrics (e.g., turnover, vacancy, engagement), partnering with leaders to drive accountability and improve outcomes
• Partner with leaders to assess organizational health, using data and insights to diagnose challenges and implement targeted solutions
• Provide strategic HR support across a multi-site technician workforce, including both union and non-union team members, ensuring alignment with collective bargaining agreements and consistent application of policies
• Provide hands-on support and guidance on employee relations matters, ensuring timely resolution, fairness, and alignment with company policies and labor agreements
• Ensure compliance with employment laws, company policies, and collective bargaining agreements, minimizing organizational risk
• Coach leaders to strengthen leadership capability, accountability, and decision-making
• Identify root causes of organizational challenges and design solutions that are simple, scalable, and effective, avoiding unnecessary complexity or bureaucracy
• Deliver solutions with a focus on speed, practicality, and ease of adoption within the business
• Partner cross-functionally to implement programs and initiatives that enhance the overall Team Member experience

Requirements

• 7+ years of HR Business Partner or HR generalist experience, supporting multi-site operations
• Experience supporting both exempt and non-exempt populations, with working knowledge of union environments and labor relations
• Proven ability to influence and challenge leaders at multiple levels, including senior leadership, to drive organizational change
• Strong business acumen with the ability to connect people strategies to business outcomes
• Demonstrated experience using data and insights to inform decisions and drive action
• Experience in coaching, organizational design, performance management, employee relations, and leadership development
• Ability to operate effectively in fast-paced, ambiguous environments while prioritizing and executing with discipline
• Strong collaboration and relationship-building skills across a variety of stakeholders
• Genuine curiosity, sound judgment, and a proactive approach to problem-solving
• Ability to travel up to 30% (car and air)

Benefits

• Health insurance
• 401(k) matching
• Paid time off
• Employee development programs