The HR Business Partner (HRBP) serves as a strategic and hands-on partner to business leaders across a geographically dispersed workforce. This role will translate business strategy into effective people strategies, combining strong critical thinking and sound judgment with the ability to influence and build trust across all levels of the organization. The HRBP owns the full employee lifecycle, driving employee engagement, executing talent strategies and enhancing organizational capability. They are an influential partner for all organizational levels and deliver a full range of HR support that drives organizational objectives and business outcomes through close collaboration with leadership. This role bridges HR and business operations, providing data-driven insights and solutions that optimize workforce performance, strengthen culture, and support sustainable growth.

• Strategic Business Partnership 

  • Serve as a trusted advisor and thought partner to site and functional leaders, translating business needs into HR strategy across a dispersed, multi-location workforce. 

  • Influence and coach managers on people decisions, difficult conversations, and change management, building credibility and buy-in across teams that don't report directly to this role. 

  • Participate in development of departmental goals, objectives, and systems. 

  • Travel to remote or satellite locations as needed to build relationships and address on-site HR needs. 

  Employee Engagement & Retention 

  • In partnership with field leaders and senior HR leadership, establish and implement robust employee engagement initiatives to drive high levels of employee retention. 

  • Consistently analyze turnover data and partner with appropriate field leaders to address areas of concern. 

  Employee Relations & Compliance 

  • Lead employee relations efforts, including investigations, conflict resolution, performance management guidance, and policy interpretation, exercising sound judgment on complex or ambiguous situations. 

  • Review and analyze employee relations frequency and issue themes and partner with field leaders to identify appropriate countermeasures. 

  • Ensure compliance with company policies, procedures, and applicable employment laws, maintaining knowledge of legislative changes and communicating requirements to client group(s). 

  Leave of Absence & Accommodations 

  • Manage leave-of-absence processes (FMLA, ADA, state leave), coordinating with the Benefits and Legal teams as appropriate. 

  Talent Management & Workforce Planning 

  • Support talent management processes, including talent planning, performance calibration, compensation processes, and workforce planning to ensure consistent employee experience across all locations. 

  • Plan and implement strategies to address talent gaps and build organizational capability. 

  Talent Acquisition Partnership 

  • Partner with leaders and Talent Acquisition teams to ensure people strategies enable the attraction, development, and retention of top talent. 

  • Serve as final interviewer for all Salaried positions. 

  HR Operations & Guidance 

  • Provide day-to-day HR guidance to managers on employee management, policies, processes, and practices. 

  • Address employee questions and inquiries in a timely manner (i.e., policies, benefits, etc.), escalating more complex issues to HR leadership or SMEs.