As an HR Business Leader (HRBL), you will serve as a trusted advisor to leaders within your assigned client groups. You will guide the strategic and operational execution of HR programs and initiatives that support business goals, ensure effective delivery of HR services, and partner with HR Centers of Expertise (COEs) and the Shared Success Center to advance business priorities and identify effective workforce and organizational solutions.

Essential Job Functions & Responsibilities

1. Strategic Advising & Business Partnership (60–70%)

Serve as the primary HR partner for assigned client groups, offering guidance on workforce and organizational needs that support business success.
Partner with leaders to understand business goals and define related talent priorities such as workforce planning, organizational structure, leadership capabilities, and team effectiveness.
Provide clear, practical coaching to leaders on day-to-day‑ team and employee matters, ensuring consistent application of HR programs and practices.
Advise on employee relations issues including performance concerns, conflict resolution, policy interpretation, and investigations in partnership with the Employee Relations COE when needed.
Maintain strong relationships with leaders to anticipate future needs and proactively support workforce and organizational priorities.

2. Partnership with HR Centers of Expertise (COEs) (10–20%)

Partner and consult with HR COEs, such as Talent Acquisition, Compensation, Talent Management, and Employee Relations, to deliver aligned programs, support workforce needs, and identify effective solutions for client groups.

3. HR Program Execution & Support (10–20%)

Lead the execution of core HR programs and annual cycles within assigned client groups, including performance management, talent planning, succession management, compensation processes, and other initiatives, ensuring clarity, consistency, and alignment with business goals.
Use relevant HR and business data to identify trends, inform discussions with leaders, and support decision making.
Manage HR transactions such as job changes, organizational updates, and talent acquisition–related processes to ensure accuracy, alignment, and timely completion.
Ensure HR processes run smoothly, meet expected timelines, and are clearly communicated.

4. Additional Responsibilities (5–10%)

Participate in selected projects, initiatives, or cross-functional‑efforts that support enterprise or business priorities.
Perform additional duties as needed to support client groups, HR leadership, or organizational needs.

Qualifications

Education

Bachelor’s degree in human resources, Business Administration, or related field preferred; or equivalent experience.

Experience

Minimum 7 years of progressive HR experience, including advising and supporting leaders as a strategic HR Business Partner.
Experience in a multisite, shared services, or service-oriented environment.
Strong background in supporting leaders with a range of workforce and team-related needs.

Knowledge & Skills

Strong understanding of core HR practices and employment fundamentals.
Ability to build credibility and influence at all levels of the organization.
Effective analytical and problem-solving skills; able to interpret data and trends.
Strong interpersonal, communication, and relationship building skills.
Ability to manage multiple priorities and maintain strong organizational practices.
Proficiency in Microsoft Office tools.

Certification/Licensure

PHR/SPHR certification preferred.

We offer a full suite of benefits including Medical, Health Savings Account, Dental, Vision, Life Insurance, Paid Vacation (PTO), 401(k) with employer match, Flexible Spending Account, and Employee Assistance Program (EAP)

Equal Opportunity Employer