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What This Role Is Accountable For
Strategic Partnership
Partner with leaders to understand business goals and translate them into people strategies
Provide guidance on org design, headcount planning, and team effectiveness
Influence leadership decisions using data, insight, and sound judgment
Leadership & Manager Enablement
Coach managers on performance management, employee relations, and leadership challenges
Support leaders through complex people situations and change initiatives
Raise leadership capability and accountability across teams
Workforce & Talent Planning
Anticipate talent risks and capability gaps
Partner with TA and L&D on hiring, succession, and development plans
Support workforce planning aligned to short- and long-term business needs
Performance & Culture
Drive effective performance management practices
Reinforce company values, culture, and leadership behaviors
Identify engagement issues early and partner on solutions
Employee Relations & Risk Management
Handle complex employee relations matters with fairness and consistency
Ensure compliance with U.S. employment laws while balancing business needs
Advise on investigations, corrective actions, and risk mitigation
Change & Transformation
Support leaders through organizational change, restructuring, and growth
Assess change impact and guide leaders on communication and execution
Act as a stabilizing force during periods of transformation
What Success Looks Like
Leaders proactively seek HRBP input on people decisions
Teams are structured and staffed effectively
Performance issues are addressed early and fairly
Engagement and retention improve within supported groups
People strategies clearly support business results
Required Experience
7+ years in progressive HR roles with HRBP experience
Proven partnership with senior leaders or executives
Strong knowledge of U.S. employment laws and ER practices
Experience supporting remote or multi-state workforces
Core Capabilities
Strategic thinking with business acumen
High credibility with leaders
Sound judgment and discretion
Strong coaching and influence skills
Ability to manage ambiguity and change
Nice to Have
SHRM-SCP, SPHR, or equivalent
Experience in scaling organizations or transformations
Data-driven HR or people analytics exposure
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Strategic Partnership
Partner with leaders to understand business goals and translate them into people strategies
Provide guidance on org design, headcount planning, and team effectiveness
Influence leadership decisions using data, insight, and sound judgment
Leadership & Manager Enablement
Coach managers on performance management, employee relations, and leadership challenges
Support leaders through complex people situations and change initiatives
Raise leadership capability and accountability across teams
Workforce & Talent Planning
Anticipate talent risks and capability gaps
Partner with TA and L&D on hiring, succession, and development plans
Support workforce planning aligned to short- and long-term business needs
Performance & Culture
Drive effective performance management practices
Reinforce company values, culture, and leadership behaviors
Identify engagement issues early and partner on solutions
Employee Relations & Risk Management
Handle complex employee relations matters with fairness and consistency
Ensure compliance with U.S. employment laws while balancing business needs
Advise on investigations, corrective actions, and risk mitigation
Change & Transformation
Support leaders through organizational change, restructuring, and growth
Assess change impact and guide leaders on communication and execution
Act as a stabilizing force during periods of transformation
What Success Looks Like
Leaders proactively seek HRBP input on people decisions
Teams are structured and staffed effectively
Performance issues are addressed early and fairly
Engagement and retention improve within supported groups
People strategies clearly support business results
Required Experience
7+ years in progressive HR roles with HRBP experience
Proven partnership with senior leaders or executives
Strong knowledge of U.S. employment laws and ER practices
Experience supporting remote or multi-state workforces
Core Capabilities
Strategic thinking with business acumen
High credibility with leaders
Sound judgment and discretion
Strong coaching and influence skills
Ability to manage ambiguity and change
Nice to Have
SHRM-SCP, SPHR, or equivalent
Experience in scaling organizations or transformations
Data-driven HR or people analytics exposure
#J-18808-Ljbffr