The posting
Summary:
The People Business Partner (PBP) serves as a strategic advisor to leaders, aligning People strategies with business objectives to drive organizational performance, employee engagement, and sustainable growth. The PBP partners closely with senior leadership and people managers to strengthen leadership capability, develop talent pipelines, improve organizational effectiveness, and enhance workforce outcomes. Through data driven insights, proactive consultation, and strong business acumen, the PBP helps leaders navigate complex People challenges while fostering a high performing and inclusive workplace culture.
In collaboration with leadership and People Centers of Excellence, the PBP develops and implements talent strategies that attract, develop, reward, and retain employees while supporting organizational priorities. This role contributes to business success by translating company strategy into effective people solutions that strengthen leadership effectiveness, workforce capability, and employee experience.
What This Role Does:
Serves as a trusted advisor to the executive team, directors and managers, providing strategic consultation and recommendations on workforce planning, organizational effectiveness, leadership capability, talent management, and employee experience initiatives that support business objectives, while building trusted relationships with leaders and employees to strengthen engagement, retention, inclusion, and overall workplace culture.
Strengthens leadership capability through coaching, mentoring, talent assessment, and development strategies that improve leader effectiveness and organizational performance.
Manages employee relations matters of moderate to high complexity, including policy interpretation, workplace issues, performance concerns, corrective actions, investigations, and conflict resolution while balancing employee experience, business needs, compliance and risk mitigation. Leverages workforce analytics, engagement data, turnover trends, and organizational health metrics to identify opportunities, mitigate risks, and influence business and talent decisions. Partners with leaders to identify workforce needs, talent gaps, succession opportunities, and retention risks, while supporting workforce planning initiatives that ensure organizational readiness and leadership continuity.
Consults with leaders on organizational design, team effectiveness, role clarity, workforce optimization, and talent strategies that improve performance, collaboration, and scalability.
Drives effective goal setting, talent reviews, performance evaluations, and performance management practices that strengthen accountability, employee growth, and organizational success. Partners with leaders to plan and execute organizational change initiatives, ensuring effective communication, employee adoption, and successful implementation. Partners with People Centers of Excellence to deliver integrated People solutions that support business objectives. Analyzes turnover trends, exit feedback, and workforce data to identify retention opportunities and recommends strategies that improve employee experience and business performance. Supports the standardization, simplification, and continuous improvement of People programs, policies, processes, and tools to improve effectiveness and scalability. Facilitates live and virtual workshops, training sessions, and talent discussions that drive engagement, knowledge transfer, and business alignment. Ensures compliance with federal, state, and local employment laws while promoting consistent, equitable, and effective People practices across assigned client groups. Performs other duties as assigned.
What You Will Bring:
A bachelor's degree in human resources, business administration, or related field. Equivalent combinations of education and relevant experience will be considered. A minimum of five (5) years of progressive Human Resources experience, including at least three (3) years in a Human Resources Business Partner or comparable strategic consulting role, preferably supporting nonexempt, multi-state, and remote workforces. Experience supporting senior executives, directors and managers in fast-paced business environments. Advanced knowledge of federal, state, and local employment laws and HR practices, including employee relations, wage and hour compliance, leave and accommodation laws, discrimination and harassment prevention, performance management, and terminations. Experience managing employee relations matters, organizational risk issues, and conflict resolution. Demonstrated ability to engage audiences, influence leaders and implement business aligned people strategies and measurable outcomes. Strong business acumen with experience in workforce planning, organizational effectiveness, talent management, and change management. Strong, critical thinking, analytical, problem-solving, and judgment skills with the ability to assess risk, identify practical solutions, and provide sound recommendations. Strong communication, relationship management, presentation, and facilitation skills. Strong project management and organizational skills, with the ability to manage multiple priorities and deadlines. Ability to plan and manage at both strategic and tactical operational levels while overcoming obstacles and adapting to changing business needs. Experience supporting organizational change initiatives and business transformation efforts. Ability to guide and support others through collaboration, including assisting teammates and contributing to shared processes, to foster a high-quality, team-oriented environment that drives results. Demonstrated ability to maintain confidentiality, exercise sound judgment, and navigate ambiguity effectively. Proficiency in HR systems, such as Dayforce and SuccessFactors is preferred. Willingness and ability to work flexible hours as needed and travel up to 15%, which may include occasional overnight travel. Proficiency in Microsoft Office Suite and modern communication tools for virtual teams, including Microsoft Teams and Slack.
Preferred:
SHRM-CP (Certified Professional) or PHR (Professional in Human Resources) by HRCI.
Physical Demands:
In accordance with the Americans with Disabilities Act (ADA) and applicable state and local laws, the Company will provide reasonable accommodations to qualified individuals with documented disabilities to enable them to perform the essential functions of the job, unless such accommodations would impose an undue hardship. Employees seeking accommodation should contact the People Department to initiate the interactive process.
Employees may experience the following physical demands for extended periods of time:
Sitting, standing, and walking (90-100%) Keyboarding (95-100%) Viewing computer monitor, tablet, and cell phone requiring close vision (70-90%)
Work Environment:
100% Remote with Travel: Work environment is primarily indoors (home office, customer or vendor sites, or other business meeting venues); travel may involve exposure to varying weather and temperature conditions, as well as driving and traffic hazards. Travel is required, approximately 15%, and may include overnight and out-of-state trips.
