Reporting directly to the Director of Human Resources, the Human Resource Business Partner plays a critical role within the HR department by serving as a strategic partner to a designated division and its leadership team. This position ensures that HR strategies and practices are aligned with divisional goals, enabling effective talent management, organizational performance, and employee engagement.What You’ll DoYou’ll be part of a team that gets things done, works with purpose, and takes pride in the results. Your day-to-day responsibilities may include:1. Strategic HR Partnership (20%)Collaborate with divisional leadership to align HR initiatives with business objectives, providing guidance on workforce planning, organizational design, and change management.Example: The HR Business Partner supports the Energy Division by partnering with operations leadership to address high turnover in field roles.2. Compliance & HR Data Integrity (20%)Ensure adherence to employment laws, company policies, and regulatory requirements while leveraging HR data and analytics to support decision-making and identify trends.Example: As the company expanded operations into two new states, the HR Business Partner proactively researched and identified key employment law differences, including state-specific requirements for paid sick leave.3. Point of Contact & HR Team Leadership (20%)Serve as the primary HR Business Partner and Point of Contact (POC) for the Division, with full accountability for the leadership, performance, and development of assigned Human Resource Generalists. Provide direct oversight and direction to the HR Generalist team, ensuring consistent, timely, and high-quality HR support across all HR functions and policies. Establish clear expectations, monitor workload and effectiveness, and mentor HR Generalists to deliver compliant, business-aligned outcomes. Act as the escalation point for complex or high-risk HR issues and ensure alignment between HR execution and divisional leadership needs.Example: As the HRBP, the role partnered with division leadership to conduct a formal 180-day review for a high-impact leader, consolidating input from HR Generalists and ensuring consistent application of policy and expectations.4. Talent Management & Development (15%)Lead divisional efforts in talent acquisition, succession planning, and employee development to build a high-performing, future-ready workforce. Serve as the primary liaison between Talent Acquisition and Learning & Development to ensure alignment across hiring, onboarding, and growth strategies.Example: As HRBP for the Energy Division, they partnered with TA to identify gaps in field leadership roles and worked with L&D to launch a targeted onboarding and development program. This initiative reduced new hire ramp-up time by 30% and prepared three internal candidates for leadership openings.
