Human Resources Business Partner

Role Summary
The HR Business Partner for Employee Relations & Change Management is a strategic partner to business leaders, dedicated to cultivating a positive and productive work environment. This role is the center of expertise for all employee relations matters, acts as the primary architect for people-related change initiatives, and ensures a seamless and impact experience for employees You will balance being a trusted advisor to management with a steadfast advocate for our employees.

Key Responsibilities
1. Strategic Employee Relations (ER) & Compliance
Serve as the primary subject matter expert on complex employee relations issues, including performance management, disciplinary actions, grievances, and investigations.
Conduct prompt, thorough, and objective investigations, ensuring fairness and legal compliance while mitigating organizational risk.
Coach, counsel, and train managers on ER best practices, effective performance management, conflict resolution, and fostering an inclusive team culture.
Develop and implement proactive ER strategies to reduce reactive issues and build manager capability.
Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
2. Change Management & Organizational Effectiveness
Partner with senior leadership to design and execute people strategies for organizational change initiatives (e.g., restructures, mergers & acquisitions, process transformations, shifts in business strategy).
Develop and implement comprehensive change management plans, including communication, stakeholder engagement, and training to ensure successful adoption and minimize business disruption.
Assess the people impact of change, identifying risks and developing mitigation strategies to support employee morale and engagement.
Facilitate change management workshops and sessions to build leadership and team readiness.
3. People Cycle Management & Process Optimization
Own and drive the execution and continuous improvement of the annual People Cycle processes for your client groups, including:
Performance Management: Guide the calibration process, ensure meaningful feedback, and support development planning.
Talent & Succession Planning: Facilitate discussions to identify critical roles and high-potential talent, creating robust succession plans.
Compensation & Benefits Reviews: Partner with COEs to ensure fair, equitable, and market-aligned compensation decisions during annual cycles.
Employee Engagement Surveys: Analyze data, identify key trends, and co-create actionable plans with leaders to improve engagement and retention.
Ensure all people processes are understood, valued, and effectively implemented by managers and employees.
4. Strategic Business Partnership
Build credible, trusting relationships with leaders and managers to influence business decisions and provide insightful, data-driven HR guidance.
Analyze people metrics (e.g., turnover, engagement, ER case volume) to identify trends and develop strategic solutions for the business.
Collaborate seamlessly with HR Centers of Excellence (Talent Acquisition, L&D, Total Rewards) to deliver integrated and effective HR solutions.

Qualifications & Experience
Essential:
Bachelor’s degree in Human Resources, Business Administration, or a related field.
5+ years of progressive experience as an HR Generalist or HR Business Partner with a demonstrated focus on complex employee relations and change management.
Proven, hands-on experience managing sensitive ER cases from investigation to resolution.
Demonstrated success in developing and implementing change management strategies for significant business initiatives (e.g., re-organizations, system implementations).
Deep understanding of HR policies, employment law, and regulatory compliance.
Strong facilitation, conflict resolution, and influencing skills with the courage to challenge the status quo.

Competencies & Behaviors
High Integrity & Judgment: Ability to handle highly confidential information with discretion and make sound decisions under pressure.
Resilience & Adaptability: Thrives in a fast-paced, ambiguous environment and can manage multiple priorities effectively.
Strategic Thinker & Pragmatic Doer: Balances long-term vision with the ability to execute flawlessly on operational details.
Exceptional Communicator: Excellent listening, written, and verbal communication skills; able to communicate effectively with all levels of the organization.
Data-Driven: Uses people analytics to tell a story and inform business recommendations.
Collaborative Partner: Builds strong relationships and works effectively across the entire HR function and the business.