Human Resources Business Partner

Human Resources Business Partner (HRBP)

The Human Resources Business Partner (HRBP) serves as the primary liaison and strategic "face of HR" for dedicated client groups across a large, matrixed organization. Reporting directly to the HR Director, this high-visibility role operates as a hands-on generalist and trusted advisor to directors, frontline managers, and staff. The ideal candidate thrives in a fast-paced environment, excels at multitasking across complex employee relations and labor matters, and acts as a right-hand partner across all HR disciplines.

Key Responsibilities

• Full-Spectrum HR Liaison: Acts as the primary operational link between client units and centralized HR Centers of Excellence—guiding leaders on compensation alignment, benefits inquiries, talent acquisition initiatives, and HRIS workflows.
• Advanced Employee Relations & Labor Relations: Conducts thorough, objective investigations for complex employee relations and labor disputes. Manages collective bargaining provisions, grievance procedures, and proactive labor strategies across unionized employee populations (~60% union density).
• Managerial Coaching & Development: Partners closely with frontline and mid-level leaders to upskill management capabilities, coach through corrective actions, and train newer supervisors on effective leadership and conflict resolution.
• Dynamic Problem Solving & Execution: Navigates rapidly changing daily priorities with a high-energy, "figure-it-out" mentality, stepping in to solve operational HR challenges as the single point of contact.
• Culture & Engagement Building: Facilitates focus groups, builds cross-functional credibility across all shift levels, and supports organizational change initiatives to increase workforce retention and morale.

Requirements

• Experience: Minimum 5–7+ years of progressive HR Generalist/HRBP experience in a large-scale, matrixed enterprise, 500+ employee scope.
• Employee Relations Expertise/Labor Relations: Strong track record in advanced employee relations is required. Labor relations/union contract management is a plus. Candidates with heavy ER background from non-union corporate settings or large-scale operational environments will also be considered.
• Mindset & Pace: Exceptional ability to multitask, switch gears seamlessly, and maintain a hands-on "doer" approach rather than a purely administrative focus.
• Influence & Communication: Outstanding interpersonal skills with proven capability to earn trust, build credibility, and influence leaders ranging from frontline supervisors to senior executives.
• Industry Background: Open to diverse enterprise industries (e.g., healthcare, manufacturing, higher education, retail/logistics, or large corporate services).
• Work Model & Schedule: Full-time, standard business hours with flexibility required for operational priorities. On-site requirement during initial onboarding, transitioning to a flexible hybrid model (3 days on-site / 2 days remote).