Human Resources Business Partner

Job Summary/Objective:

The Human Resources Business Partner (HRBP)/Employee Relations Specialist will create and deliver solutions to align and accelerate the implementation of business strategies through the levers of talent, innovation and culture. The role provides tactical and strategic HR support, collaborates closely with leadership, and manages employee relations matters to ensure a productive, legally compliant, and engaged work environment. This position is essential in driving initiatives that support the employee life cycle through performance, development, and overall well-being while ensuring compliance with labor laws and company policies.

Primary Responsibilities:

• Act as a strategic partner to business leaders, understanding their business goals and challenges, and delivering Talent & HR solutions that align with business strategies.
• Provide guidance on organizational design, workforce planning, succession planning, and talent development.
• Support leadership with change management initiatives, including organizational restructures and employee transitions.
• Manage and resolve complex employee relations issues, including investigations of complaints related to workplace conduct, discrimination, harassment, and performance issues. Document and maintain records of all employee relations investigations.
• Serve as the point of contact for employees and leaders regarding policy interpretation, performance improvement plans, disciplinary actions, and conflict resolution.
• Ensure compliance with labor laws, organizational policies, and regulations, minimizing legal risk and maintaining a positive work environment.
• Lead the development and implementation of employee relations policies, procedures, and practices that promote fairness, equity, and inclusivity.
• Mediate disputes and guide management on conflict resolution techniques and appropriate actions.
• Provide training and support to managers and employees on HR policies, conflict resolution, and employee engagement practices.
• Maintain up-to-date knowledge of local, state, and federal labor laws, ensuring company practices adhere to evolving regulations
• Partner with managers to facilitate effective performance management processes, including setting performance goals, conducting appraisals, and developing action plans for improvement.
• Conduct stay interviews, exit interviews, and analyze trends to provide recommendations for improving employee retention.
• Build strong relationships with management and employees through a highly consultative and collaborative approach.
• Lead efforts to foster a diverse, equitable, and inclusive work environment through programs and training initiatives.

Minimum Education and Experience:

• Bachelor’s degree in Human Resources, Business Administration, or a related field (Master’s degree a plus).
• 5 years of progressive HR experience with a focus on employee relations, conflict resolution, or as an HR business partner.
• Experience in handling complex employee relations cases, investigations, and performance management.

Additional Eligibility Qualifications:

• Demonstrated candor and poise to field difficult questions from employees and leaders; ability to discuss difficult issues with candor and kindness.
• Strong consultative skills required to identify strategic objectives and to design/lead market-based solutions
• Ability to use data in decision making using analytics and adverse impact analysis.

Competencies Required:

• Ability to understand business challenges and translate them into effective Talent/HR solutions that align with company objectives.
• Capability to support and lead change initiatives across the enterprise.
• Ability to work in a fast-paced, dynamic environment, managing multiple priorities.
• Excellent verbal and written communication skills with ability to influence stakeholders at all levels.
• Proven experience in managing employee relations issues with sound judgment, including compiling and/or preparing documentation and resolution in a timely manner.

Work Environment/Physical Demands/Travel Required:

• This is a remote role with occasional travel for stakeholder meetings.

AAP/EEO Statement

NextEdge provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics. In addition to federal law requirements, NextEdge complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

NextEdge expressly prohibits any form of workplace harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of NextEdge employees to perform their job duties may result in discipline up to and including discharge.

Other Duties

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.