Job Title

Human Resources Business Partner (HRBP) will work closely with business leaders to align HR strategies with organizational goals. You will be responsible for driving key HR initiatives, enhancing employee engagement, developing talent strategies, and ensuring a high-performance culture. The HRBP role assumes greater strategic influence, leadership responsibilities, and may oversee other HRBPs or act as a lead for complex business units or global teams.Key Responsibilities:Strategic PartnershipServe as a trusted advisor to business leaders on all people-related matters.Align HR strategies with the company’s goals and operational needs.Lead strategic HR initiatives across multiple business units or regions and influence enterprise-level decisions.Employee RelationsProvide guidance on complex employee relations issues, investigations, and conflict resolution.Ensure legal compliance and consistency in policy application.Lead high-impact or sensitive employee relations cases; coach other HR team members.Performance & Talent ManagementSupport the execution of performance management cycles, including goal setting, reviews, and coaching.Identify talent gaps, drive succession planning, and facilitate leadership development programs.Partner with senior leadership to define organizational capability needs and long-term talent strategy.Organizational Development & ChangeContribute to organizational design and effectiveness, team structure, and workflow improvements.Support change management efforts, including communication planning and stakeholder alignment.Lead enterprise-level change initiatives and drive culture transformation.Workforce Planning & Recruitment SupportCollaborate with Talent Acquisition on staffing plans and hiring for key roles.Assist with onboarding and integration of new employees.Influence headcount planning and participate in senior-level recruitment decisions.Compensation & RewardsAdvise managers on salary bands, internal equity, and reward practices.Participate in annual compensation review cycles.Guide strategic pay decisions and partner with Compensation teams on job architecture and leveling.HR Analytics & ReportingUse HR metrics (e.g., turnover, engagement, DEI data) to inform strategies.Prepare and present reports to business leaders.Leverage advanced analytics to forecast workforce trends and shape strategic decisions.