Human Resources Business Partner

Position Summary

As a Human Resources Business Partner (HRBP), you will serve as a strategic advisor to business leaders, driving human capital initiatives that align with organizational goals. The HRBP serves as the relationship leadership between FHS entities.You will provide expert HR consultation, enhance organizational effectiveness, and support employee engagement. This role requires a deep understanding of business operations, strong leadership skills, and the ability to navigate complex employee relations issues.

Responsibilities

Strategic HR Partnership:

• Act as a trusted advisor to senior leadership, ensuring HR strategies align with business objectives.
• Develop and implement HR solutions that address business challenges and drive performance.
• Utilize data-driven insights to inform decision-making and enhance organizational effectiveness.
• Serve as a key partner in organizational design, workforce planning, and succession planning.
• Cultivate a comprehensive understanding of business unit practices and financial drivers to provide effective consultation on organizational issues.
• Build and maintain strong relationships throughout the business unit to maximize cooperation and trust.
• Serve as a primary conduit for HR-related messages, effectively translating complex data insights into actionable strategies for business unit leaders.
  
  

Employee Relations & Compliance

• Serve as a key contact for employee relations, providing guidance on conflict resolution, performance issues, and workplace investigations.
• Partner with leadership teams to maintain positive employee relations in the work environments.
• Collaborate with site HR Generalist (s), Administrators and Directors to support labor relations activities and respond to employee concerns proactively.
  
  

Change Management & Organizational Effectiveness

• Lead change management initiatives to drive organizational agility and transformation.
• Partner with business leaders to optimize structure, processes, and workforce strategies.
• Proactively identify business environment changes and develop responsive HR strategies.
  
  

HR Compliance & Policy Implementation

• Ensure compliance with employment laws, government regulations, and company policies.
• Provide guidance on HR policies, compensation practices, benefits, and workforce compliance.
• Monitor and interpret changes in labor laws to mitigate risks and ensure best practices.
  
  

Talent Management & Development

• Implement talent development programs to support career growth.
• Work closely with leadership to identify high-potential employees.
• Facilitate training sessions on HR policies, performance management, and leadership development.
  
  

HR Operations & Program Execution

• Oversee the implementation of HR initiatives, including performance management, compensation planning, and engagement surveys.
• Partner with management to support workforce planning and restructuring.
• Guide leaders on coaching, career development, and disciplinary actions.
• Drive continuous improvement of HR processes and programs.
• Actively engage with Talent Acquisition Partners, department managers, and hiring managers to ensure TA and onboarding processes for site and KPIs are meeting expectations of the organization; collaborates with Talent Acquisition Partners on strategy to develop diverse (hourly and salaried) talent pipelines to meet both short- and medium-term needs across the organization.
• Collaborate with leadership team to optimize organization design to achieve business objectives inclusive of but not limited to operations key performance, productivity, customer service, and quality objectives
  
  

Compensation & Benefits

• Ensure compliance with wage and hour laws.
• Guide employees on benefits, time off, and HR policies.
  
  

(Management reserves the right to add or modify the duties and responsibilities at any time.)

Required Knowledge, Skills, Abilities And Competences

• Strong expertise in employee relations, talent strategy, workforce planning, and labor relations.
• Demonstrated ability to influence, coach, and advise senior leaders.
• Deep understanding of HR compliance, employment law, and best practices.
• Excellent communication, interpersonal, and relationship-building skills.
• Experience in change management and organizational transformation.
• In-depth understanding of organizational dynamics, financial and market trends, and human capital implications to drive strategic outcomes and improve overall performance.
• Cultivates a high-trust environment by demonstrating integrity, setting the example for others, and fostering an atmosphere of respect and transparency across teams.
• Proficiency in HRIS systems, data analytics, and Microsoft Office Suite.
• Outstanding written and verbal communication skills, including the ability to communicate with all levels of the organization.
• Strong analytical and critical thinking skills.
• Proven ability to manage complex projects, ensuring timely delivery through effective delegation, collaboration, and a focus on results, all while meeting critical deadlines.
• Proven ability to work independently and collaboratively in a team setting.
• High ethical standards and professionalism in handling confidential information.
  
  

Minimum Qualifications

• Education: Bachelor’s degree in Human Resources, Business Administration, or a related field. (Relevant experience may substitute for the educational requirement on a year-for-year basis.)
• Experience: 5-10 years of progressive HR experience, including at least 4 years as an HRBP or Generalist.
• Certifications: PHR or SHRM-CP strongly preferred.