Job Description
Job DescriptionWhat This Role Is Accountable ForStrategic Partnership
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Partner with leaders to understand business goals and translate them into people strategies
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Provide guidance on org design, headcount planning, and team effectiveness
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Influence leadership decisions using data, insight, and sound judgment
Leadership & Manager Enablement
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Coach managers on performance management, employee relations, and leadership challenges
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Support leaders through complex people situations and change initiatives
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Raise leadership capability and accountability across teams
Workforce & Talent Planning
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Anticipate talent risks and capability gaps
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Partner with TA and L&D on hiring, succession, and development plans
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Support workforce planning aligned to short- and long-term business needs
Performance & Culture
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Drive effective performance management practices
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Reinforce company values, culture, and leadership behaviors
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Identify engagement issues early and partner on solutions
Employee Relations & Risk Management
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Handle complex employee relations matters with fairness and consistency
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Ensure compliance with U.S. employment laws while balancing business needs
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Advise on investigations, corrective actions, and risk mitigation
Change & Transformation
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Support leaders through organizational change, restructuring, and growth
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Assess change impact and guide leaders on communication and execution
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Act as a stabilizing force during periods of transformation
What Success Looks Like
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Leaders proactively seek HRBP input on people decisions
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Teams are structured and staffed effectively
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Performance issues are addressed early and fairly
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Engagement and retention improve within supported groups
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People strategies clearly support business results
Required Experience
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7+ years in progressive HR roles with HRBP experience
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Proven partnership with senior leaders or executives
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Strong knowledge of U.S. employment laws and ER practices
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Experience supporting remote or multi-state workforces
Core Capabilities
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Strategic thinking with business acumen
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High credibility with leaders
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Sound judgment and discretion
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Strong coaching and influence skills
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Ability to manage ambiguity and change
Nice to Have
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SHRM-SCP, SPHR, or equivalent
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Experience in scaling organizations or transformations
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Data-driven HR or people analytics exposure