Aequor
Job Summary
This person will be setting up the HR department. The Human Resource Business Partner (HRBP) acts as a strategic partner to business units, aligning HR initiatives with organizational goals. This role involves providing comprehensive HR support, including talent management, employee relations, performance management, and organizational development. The HRBP collaborates with business leaders to develop and implement HR strategies that enhance overall business performance and foster a positive work environment.
Key Responsibilities
Strategic Partnership
– Partner with business leaders to understand their goals and challenges, providing HR insights and recommendations; develop and implement HR strategies that support business objectives; act as a trusted advisor to managers and employees on HR matters.
Talent Management
– Support talent acquisition efforts, collaborate with hiring managers to identify staffing needs, participate in interviews, and select top candidates; develop succession planning, career development, and employee retention programs; facilitate performance management, including goal setting, reviews, and feedback.
Employee Relations
– Address employee concerns and grievances promptly; conduct investigations and implement resolutions; foster open communication and promote engagement initiatives.
Learning and Development
– Identify training needs, collaborate with the Learning & Development team to design and deliver programs; support leadership development initiatives; promote a culture of continuous learning.
HR Policy and Compliance
– Ensure compliance with federal, state, and local employment laws; develop, update, and communicate HR policies; conduct regular audits to identify improvement areas.
Organizational Development
– Support change initiatives by advising on change management strategies; facilitate design and restructuring efforts; collaborate to improve team dynamics and organizational health.
HR Metrics and Reporting
– Develop and monitor key HR metrics; provide regular reports and insights to business leaders; use HR analytics for data‑informed decisions.
HR Projects
– Participate in diversity and inclusion, wellness, and other HR initiatives; collaborate with the HR team to improve processes; lead or contribute to special projects as needed.
Qualifications
Education
– Bachelor’s degree in Human Resources, Business Administration, or a related field required.
Certification
– HR certification (PHR, SPHR, SHRM‑CP, or SHRM‑SCP) preferred.
Experience
– Minimum 5‑7 years in HR, with at least 3 years in a business partner role; proven track record of partnering with leaders to drive HR initiatives.
Skills
– Excellent communication and interpersonal skills; strong strategic thinking and problem‑solving abilities; proficiency in Microsoft Office and HRIS systems; ability to handle confidential information with discretion; in‑depth knowledge of employment laws; strong organizational and time‑management skills.
Environment
– Professional office setting; occasional travel to business locations.
Seniority Level Mid‑Senior level
Employment Type Full‑time
Job Function Human Resources
Industry Medical Equipment Manufacturing
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Key Responsibilities
Strategic Partnership
– Partner with business leaders to understand their goals and challenges, providing HR insights and recommendations; develop and implement HR strategies that support business objectives; act as a trusted advisor to managers and employees on HR matters.
Talent Management
– Support talent acquisition efforts, collaborate with hiring managers to identify staffing needs, participate in interviews, and select top candidates; develop succession planning, career development, and employee retention programs; facilitate performance management, including goal setting, reviews, and feedback.
Employee Relations
– Address employee concerns and grievances promptly; conduct investigations and implement resolutions; foster open communication and promote engagement initiatives.
Learning and Development
– Identify training needs, collaborate with the Learning & Development team to design and deliver programs; support leadership development initiatives; promote a culture of continuous learning.
HR Policy and Compliance
– Ensure compliance with federal, state, and local employment laws; develop, update, and communicate HR policies; conduct regular audits to identify improvement areas.
Organizational Development
– Support change initiatives by advising on change management strategies; facilitate design and restructuring efforts; collaborate to improve team dynamics and organizational health.
HR Metrics and Reporting
– Develop and monitor key HR metrics; provide regular reports and insights to business leaders; use HR analytics for data‑informed decisions.
HR Projects
– Participate in diversity and inclusion, wellness, and other HR initiatives; collaborate with the HR team to improve processes; lead or contribute to special projects as needed.
Qualifications
Education
– Bachelor’s degree in Human Resources, Business Administration, or a related field required.
Certification
– HR certification (PHR, SPHR, SHRM‑CP, or SHRM‑SCP) preferred.
Experience
– Minimum 5‑7 years in HR, with at least 3 years in a business partner role; proven track record of partnering with leaders to drive HR initiatives.
Skills
– Excellent communication and interpersonal skills; strong strategic thinking and problem‑solving abilities; proficiency in Microsoft Office and HRIS systems; ability to handle confidential information with discretion; in‑depth knowledge of employment laws; strong organizational and time‑management skills.
Environment
– Professional office setting; occasional travel to business locations.
Seniority Level Mid‑Senior level
Employment Type Full‑time
Job Function Human Resources
Industry Medical Equipment Manufacturing
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