HR Business Partner
Based in the United StatesFull-TimeMiddle
Salary95,000 - 120,000 USD per year
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Job Details
- Experience
- 5+ years of progressive Human Resources experience, including at least 2 years in an HR Business Partner or similar strategic HR role.
- Required Skills
- Data AnalysisCompliance
Requirements
- 5+ years of progressive Human Resources experience, including at least 2 years in an HR Business Partner or similar strategic HR role.
- Strong expertise in employee relations, workplace investigations, conflict resolution, and performance management.
- Experience supporting leaders and teams within fast-paced, high-growth organizations.
- Solid understanding of multi-state employment practices and labor regulations.
- Experience supporting remote and hybrid workforces across multiple locations.
- Strong workforce planning, organizational development, and talent management capabilities.
- Excellent analytical skills with the ability to interpret workforce data and provide meaningful business insights.
- Strong coaching, influencing, and relationship-building skills.
- Outstanding verbal and written communication abilities.
- Ability to balance strategic thinking with hands-on execution in a dynamic environment.
- Strong problem-solving skills and the ability to navigate ambiguity effectively.
Responsibilities
- Partner with operational and clinical leadership teams to align workforce strategies with business goals, growth initiatives, and service delivery objectives.
- Provide guidance on organizational design, team structures, workforce planning, succession planning, and staffing strategies.
- Analyze workforce metrics, including turnover, engagement, productivity, and staffing trends, and develop actionable recommendations.
- Serve as a trusted advisor on employee relations matters, including investigations, performance concerns, and conflict resolution.
- Coach managers on leadership effectiveness, employee development, accountability, and performance management best practices.
- Lead and support performance management initiatives, including development planning, corrective actions, performance improvement plans, and terminations.
- Support retention, engagement, and well-being initiatives for both field-based and remote employees.
- Ensure consistent application of HR policies, procedures, and employment practices across multiple jurisdictions.
- Partner with compliance and leadership teams to mitigate risk, manage investigations, and maintain regulatory compliance.
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