Strategic HR Business Partner

New

JobgetherHuman Resources

Based in the United StatesFull-TimeSenior

SalaryCompetitive salary range of $125,000–$135,000 USD, plus annual bonus opportunities.

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Job Details

Experience: 8+ years of progressive HR experience, including at least 3 years in a dedicated HR Business Partner role

Requirements

8+ years of progressive HR experience, including at least 3 years in a dedicated HR Business Partner role supporting senior business leaders.
Strong expertise in US employment law, multi-state compliance, and complex employee relations management.
Proven experience partnering with talent acquisition teams on compensation analysis, market benchmarking, pay structures, and workforce planning.
Experience collaborating with learning and development teams to identify and address organizational capability needs.
Demonstrated ability to develop and implement job architecture, career frameworks, and organizational design initiatives.
Strong knowledge of AI tools and experience improving HR processes through technology and automation.
Excellent communication, influencing, and presentation skills, with the ability to advise stakeholders at all levels.
Comfortable working in a remote-first environment across multiple locations and time zones.
Ability to manage ambiguity, solve complex problems, and drive strategic initiatives independently.
Preferred: SPHR or SHRM-SCP certification.
Preferred: Experience in professional services, consulting, energy, or utilities.
Preferred: Familiarity with HRIS platforms such as Paycom or similar systems.

Responsibilities

Act as an embedded HR partner to assigned business leaders, providing strategic guidance on all people-related matters.
Lead workforce planning, organizational design, headcount strategy, and team structure assessments.
Coach managers on performance management, feedback practices, leadership development, and employee engagement.
Partner with recruitment, compensation, and finance teams to align hiring strategies and compensation decisions with business priorities.
Manage complex employee relations matters while ensuring fair, consistent, and compliant outcomes.
Support compensation planning cycles, including merit, bonus, equity reviews, market benchmarking, and pay equity analysis.
Collaborate on job architecture, leveling frameworks, and role design initiatives across the organization.
Identify opportunities to improve HR processes through automation, AI-powered tools, and workflow optimization.
Support employees and leaders through organizational changes by providing clear communication and effective change management.

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