Human Resources Business Partner

Human Resources Business Partner (HRBP)

Position Summary The Human Resources Business Partner (HRBP) serves as a strategic advisor to business leaders, aligning people initiatives with organizational objectives to drive business performance, employee engagement, and organizational effectiveness. This role partners closely with leadership to develop and execute talent strategies, workforce planning initiatives, change management efforts, and employee development programs while ensuring compliance with employment laws and company policies.

Key Responsibilities

• Partner with leaders to develop and implement HR strategies that support business goals and organizational growth.
• Serve as a trusted advisor to management on employee relations, performance management, talent development, and organizational effectiveness.
• Lead workforce planning, succession planning, and talent management initiatives.
• Coach leaders on performance issues, employee engagement, leadership development, and retention strategies.
• Analyze workforce trends and HR metrics to identify opportunities and provide data-driven recommendations.
• Support organizational changes, restructures, and change management initiatives.
• Collaborate with leadership to identify skill gaps and create development plans.
• Ensure compliance with federal, state, and local employment laws and company policies.
• Investigate and resolve employee relations issues while minimizing organizational risk.
• Partner with Talent Acquisition on recruiting strategies and workforce planning needs.
• Drive employee engagement and culture initiatives that support a high-performing workforce.
• Recommend and implement process improvements that enhance employee experience and business outcomes.

Qualifications

• Bachelor’s degree in human resources, Business Administration, Organizational Development, or a related field.
• Minimum 6-7 years of progressive Human Resources experience, including experience supporting business leaders.
• HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR preferred.
• Manufacturing industry experience strongly preferred
• Experience supporting multi-site operations
• Strong background in employee relations, performance management, talent management, and organizational development.
• Demonstrated ability to influence and partner with leaders at all levels of an organization.
• Experience utilizing HR data and metrics to drive business decisions.
• Strong knowledge of employment laws, HR best practices, and compliance requirements.
• Excellent communication, coaching, and relationship-building skills.

Determining compensation for this role (and others) at Vaco/Highspring depends upon a wide array of factors including but not limited to the individual’s skill sets, experience and training, licensure and certifications, office location and other geographic considerations, as well as other business and organizational needs. With that said, as required by local law in geographies that require salary range disclosure, Vaco/Highspring notes the salary range for the role is noted in this job posting. The individual may also be eligible for discretionary bonuses, and can participate in medical, dental, and vision benefits as well as the company’s 401(k) retirement plan. Additional disclaimer: Unless otherwise noted in the job description, the position Vaco/Highspring is filing for is occupied. Please note, however, that Vaco/Highspring is regularly asked to provide talent to other organizations. By submitting to this position, you are agreeing to be included in our talent pool for future hiring for similarly qualified positions. Submissions to this position are subject to the use of AI to perform preliminary candidate screenings, focused on ensuring minimum job requirements noted in the position are satisfied. Further assessment of candidates beyond this initial phase within Vaco/Highspring will be otherwise assessed by recruiters and hiring managers. Vaco/Highspring does not have knowledge of the tools used by its clients in making final hiring decisions and cannot opine on their use of AI products.