The HR Business Partner serves as an HR advisor to business leaders, translating business priorities into talent and organizational strategies that strengthen performance and support long-term growth. This role requires a proactive HR leader who understands the business, builds credibility with leaders and employees, and brings thoughtful challenge and perspective to people decisions. The HRBP will work closely with the HR team and leaders to assess talent, strengthen organizational effectiveness, build leadership capability, address performance issues, and ensure the organization has the talent and capabilities required to deliver business results.Responsibilities:Develop a deep understanding of the business, it’s strategy, operating model, talent requirements and performance drivers.Serve as a trusted HR partner to managers, leaders and employees at all levels, translating business priorities into practical people strategies and actions.Proactively identify organizational and talent opportunities, risks and emerging needs, using judgment, data and business context to improve people-related decisions.Partner with leaders to assess team strength, depth and capability, including performance, potential, succession, critical roles, retention risk and development.Lead talent reviews and support succession planning, development of high-potential and critical talent, and build, buy and retain strategies.Advise leaders on organizational structure, role clarity, spans of control, workforce planning, organizational changes and transformation initiatives.Drive a high-performance culture through clear expectations, differentiated performance management, accountability and effective performance issue resolution.Coach leaders on managing, developing and retaining high-performing teams and identify opportunities to strengthen leadership capability.Build trusted relationships across the organization and maintain a strong pulse on employee sentiment and organizational health.Provide thoughtful guidance on complex employee relations matters, balancing employee experience with business needs, performance expectations and appropriate risk management.Partner with leaders to reinforce the organization’s culture, values and expectations, identifying patterns and underlying organizational issues.Use talent data and analytics to identify trends, risks and opportunities related to turnover, retention, performance, promotions, talent movement, organizational health and workforce composition.Partner closely with the broader HR team to deliver integrated solutions, translate HR programs into practical business solutions, and represent business needs in broader people programs.Maintain strong knowledge of employment practices, immigration processes, global mobility requirements and HR compliance obligations.Support ad-hoc HR projects, reporting, policy updates and other HR initiatives as needed.
