HR Business Partner

Role Overview

• Develop a deep understanding of the business unit's goals, landscape, and operational challenges.
• Partner with leaders to forecast future talent needs, identify capability gaps, and develop strategic workforce plans.
• Consult with leaders on organizational structure, job roles, and team design to optimize efficiency and alignment with strategic objectives.
• Use people analytics and key metrics (e.g., turnover, engagement scores, performance data) to diagnose organizational health and recommend targeted interventions.
• Coach managers on driving high-performance cultures, effective goal setting, and managing the full performance management cycle.
• Lead and facilitate the business unit's talent review and succession planning processes to ensure a healthy and ready leadership pipeline.
• Collaborate with the Learning & Development CoE to identify and execute targeted development programs for critical talent and key employee populations.
• Lead the people-side of large-scale change initiatives (e.g., restructuring, integration, new technology adoption), ensuring effective communication and adoption.
• Partner with leaders to reinforce desired culture, values, and engagement strategies specific to the business unit.
• Manage and resolve complex, high-risk, or sensitive employee relations issues and investigations.
• Interpret and apply HR policies, ensuring consistency and compliance while considering the unique context and culture of the business unit.
• Provide direction on career development opportunities, internal job pathways, and skill development resources.
• Act as the primary interface between the business unit and the Centers of Excellence (CoEs). Provide business context to CoEs for the design of programs and policies.
• Utilize HR Operations Shared Services for transactional support, routine inquiries, and core administration.
• Ensure adherence to relevant employment laws, regulations, and company policies within the business unit.
• Maintain accurate documentation and records to support compliance requirements and audits.
• Proactively identify potential compliance risks and develop mitigation strategies.

Requirements

• 5+ years of progressive HR experience, with at least 2-3 years in a Business Partner or similar role
• Strong business acumen and ability to translate business strategy into people initiatives
• Excellent consulting, coaching, and influencing skills
• Proven ability to build trust and credibility with senior leaders and employees
• Excellent project management and organizational skills
• Strong communication and presentation abilities
• Adaptability and resilience in a fast-paced environment
• Experience supporting global and/or remote teams preferred
• Analytical mindset with ability to derive insights from HR data

Benefits

• medical, dental & vision coverage
• health spending accounts
• voluntary benefits
• leave of absence policies
• Employee Assistance Program
• 401(k) program with employer contribution
• Flexible work schedules
• time-off policy
• company equipment for all new full-time US-based remote employees