ROLE OVERVIEW
The Human Resources Business Partner Manager is responsible for providing day-to-day HR support to employees and managers in areas such as policy, employee relations, engagement, coaching, performance management, and talent onboarding. This role also serves as a trusted advisor to senior leaders, identifying business needs and delivering aligned talent strategies in partnership with internal HR functions. The HRBP Manager supports tactical initiatives, contributes to enterprise-wide solutions, and plays a key role in M&A activity, including integration, assimilation, and organizational alignment. The ideal candidate brings strong consulting skills, a collaborative mindset, and the ability to influence and guide through change in a complex environment.
RESPONSIBILITIES
- Partner with the business leaders and employees to provide one point of contact and be the face and voice of HR.
- Build Trusted Advisor relationships with the business. Partner with the HR team in the design, development and execution of key HR Strategic processes to include the performance management cycle, talent management activities, and the facilitation of employee engagement planning and execution.
- Establish a customer-service focused mentality by providing day-to-day HR support to the employees and managers in the areas of policy and procedures, employee relations, employee engagement, coaching and mentoring, performance management, selection and onboarding of new talent.
- Leverage internal HR partners, including Talent Acquisition, Talent Development, internal Communications, HR Systems & Analytics, and Total Rewards on various projects, looping in the appropriate partners to meet business goals.
- Collaborate with business leaders to assess organizational structure, inform job design, and support change management and M&A integration efforts that align with business strategy.
- Represent the HRBP function on enterprise-wide HR projects, initiatives, or workstreams, and contribute to leadership team decision-making as needed.
- Drive the concept of continuous improvement within the team by measuring key metrics and analyzing key HR trends.
REQUIREMENTS
- You have at least a Bachelor’s Degree; PHR or SPHR certification is preferred.
- You have 8+ years of progressive HR experience, including direct support to senior leadership, and are comfortable operating in a fast-paced, complex organizational structure with competing demands and shifting priorities.
- You have worked in an organization that has adopted a Center of Excellence (or similar shared services) model for HR. As the face of HR to the business, you know when to leverage the expertise of internal HR partners on various projects.
- You have a strong background in Employee Relations and are comfortable navigating complex, high-risk situations with sound judgment and discretion, while also supporting all aspects of the Employee Lifecycle.
- You have consulting experience and a high degree of emotional intelligence. You are seen as a trusted advisor who coaches executives, influences decisions, and leads through change with a strong employee relations and risk management lens.
- You have experience mentoring or managing HR team members, contributing to leadership-level initiatives, and leading or supporting M&A integration, organizational design, or talent planning efforts.
COMPENSATION
A meaningful compensation package will be developed for the successful candidate that includes a base salary plus performance-based bonus.