Full-Time Senior Human Resources Business Partner

Human Resources Business Partner provides HR consultation, support, and solutions to regional business units.

Interprets HR policies, programs, and guidelines in employee relations, performance management, compensation and benefits, learning and development, and other HR areas.

Serves as an acquisition integration manager for the HR function, managing the HR side of acquisitions.

100% remote position located on the East Coast or Central US.

Serves as a point of contact for assigned business units for all HR matters.

Provides guidance to business leaders to promote engagement, increase productivity and retention, improve work relationships, build morale, and support a culture of diversity and inclusion.

Partners with leaders and line managers to assess business, processes, concerns, and challenges, ensuring integrated HR solutions and strategies align with business needs.

Manages employee relations issues, diagnoses root causes, and identifies interventions. Conducts thorough investigations, recommends solutions to minimize future issues.

Supports business leaders in developing and implementing optimal organizational structures.

Provides day-to-day performance management guidance to line management (coaching, counseling, career development, disciplinary actions).

Provides input for job reclassifications, staff reassignments, business unit reorganizations, and reductions in workforce.

Prepares paperwork for transfers, promotions, severance, and involuntary terminations.

Utilizes workforce data analysis to improve business effectiveness.

Reviews HR policies and practices, recommending improvements for optimal achievement.

Ensures compliance with labor laws, state legislation, company policies and procedures.

Partners with regional HR teams (HR Service Center, Talent Acquisition, Compensation, Benefits, Learning and Development) to implement initiatives supporting workforce planning, talent acquisition, retention, talent management, succession planning, employee engagement, and organizational design.

Partners with Compensation to resolve complex compensation issues, supporting creation of new job descriptions and career ladders, providing information for job evaluations to ensure internal equity and market competitiveness.

Assists business leaders in annual performance review and salary increase processes.

Assists in developing and implementing the Affirmative Action Plan.

Represents HR on cross-functional teams and participates in projects.

Maintains in-depth knowledge of legal requirements for employee management, reducing legal risks and ensuring compliance.

Partners with the legal department as needed.

Adheres to internal standards, policies, and procedures.

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