Goodwill Industries of Central Florida, Inc.
HR Business Partner
Goodwill Industries of Central Florida, Inc., Orlando, Florida, us, 32885
Summary
The HR Business Partner (HRBP) provides strategic, consultative support to assigned business units/sites, aligning
people practices to operational goals. This role partners with assigned business units/sites to improve employee
engagement, strengthen leadership capability, mitigate risk, and drive workforce readiness. The HRBP serves as a
trusted advisor who leverages data, insights, and collaboration with HR centers of expertise (Talent Acquisition,
Learning & Development, Total Rewards, and Compliance) to design and implement integrated solutions that
enhance retention, development, and overall business performance.
Key Responsibilities
Strategic Consultation & Partnership:
30%
· Serve as the primary HR advisor to assigned business units/sites.
· Partner with leaders to identify workforce needs, assess organizational effectiveness, and align HR
strategies with business priorities.
· Provide coaching to leaders to strengthen management capability and build high performing,
engaged teams.
Employee Relations & Risk Mitigation:
20%
· Lead investigations and resolve complex employee relations issues with a root-cause mindset.
· Ensure consistent, fair, and legally compliant practices.
· Anticipate risks and partner with Leadership to proactively address potential concerns.
· Provide guidance on policy interpretation and conflict resolution.
Talent Management & Leadership Development:
20%
· Collaborate with Learning & Development to assess capability gaps and implement development
solutions.
· Partner with Talent Acquisition on workforce planning, succession planning, and leadership
readiness.
· Support leaders in conducting effective performance management conversations and building strong
talent pipelines.
Engagement, Culture & Retention 20%
· Partner with business leaders and L&D to analyze engagement data, identify themes, and implement
targeted action plans.
· Coach leaders on practices that foster trust, recognition, inclusion, and accountability.
· Support organization-wide initiatives that promote Goodwill’s mission, values, and culture.
HR Analytics & Continuous Improvement:
10%
· Use data and workforce metrics (turnover, engagement, productivity) to influence decisions and
measure the impact of HR interventions.
· Recommend process improvements, new tools, and innovative practices to elevate the employee
experience and improve business outcomes.
Scope Factors- Revenue, Assets, Budget, Profit/Loss, Supervisory
· Consults with: Business unit leaders, supervisors, and employees across assigned departments/sites.
· Partners with: HR Centers of Expertise (L&D, Talent Acquisition, Total Rewards, Compliance).
· Influence: Workforce planning, organizational effectiveness, leadership capability, retention strategies,
compliance risk mitigation.
· Decision Authority: Recommends HR strategies, solutions, and policies; escalates critical issues to HR leadership.
The HR Business Partner (HRBP) provides strategic, consultative support to assigned business units/sites, aligning
people practices to operational goals. This role partners with assigned business units/sites to improve employee
engagement, strengthen leadership capability, mitigate risk, and drive workforce readiness. The HRBP serves as a
trusted advisor who leverages data, insights, and collaboration with HR centers of expertise (Talent Acquisition,
Learning & Development, Total Rewards, and Compliance) to design and implement integrated solutions that
enhance retention, development, and overall business performance.
Key Responsibilities
Strategic Consultation & Partnership:
30%
· Serve as the primary HR advisor to assigned business units/sites.
· Partner with leaders to identify workforce needs, assess organizational effectiveness, and align HR
strategies with business priorities.
· Provide coaching to leaders to strengthen management capability and build high performing,
engaged teams.
Employee Relations & Risk Mitigation:
20%
· Lead investigations and resolve complex employee relations issues with a root-cause mindset.
· Ensure consistent, fair, and legally compliant practices.
· Anticipate risks and partner with Leadership to proactively address potential concerns.
· Provide guidance on policy interpretation and conflict resolution.
Talent Management & Leadership Development:
20%
· Collaborate with Learning & Development to assess capability gaps and implement development
solutions.
· Partner with Talent Acquisition on workforce planning, succession planning, and leadership
readiness.
· Support leaders in conducting effective performance management conversations and building strong
talent pipelines.
Engagement, Culture & Retention 20%
· Partner with business leaders and L&D to analyze engagement data, identify themes, and implement
targeted action plans.
· Coach leaders on practices that foster trust, recognition, inclusion, and accountability.
· Support organization-wide initiatives that promote Goodwill’s mission, values, and culture.
HR Analytics & Continuous Improvement:
10%
· Use data and workforce metrics (turnover, engagement, productivity) to influence decisions and
measure the impact of HR interventions.
· Recommend process improvements, new tools, and innovative practices to elevate the employee
experience and improve business outcomes.
Scope Factors- Revenue, Assets, Budget, Profit/Loss, Supervisory
· Consults with: Business unit leaders, supervisors, and employees across assigned departments/sites.
· Partners with: HR Centers of Expertise (L&D, Talent Acquisition, Total Rewards, Compliance).
· Influence: Workforce planning, organizational effectiveness, leadership capability, retention strategies,
compliance risk mitigation.
· Decision Authority: Recommends HR strategies, solutions, and policies; escalates critical issues to HR leadership.