The Herb Box
HR Business Partner
The HR Business Partner (HRBP) is a strategic human resources leader who collaborates closely with organizational leadership to align HR strategies with business goals. This role serves as a consultant and advisor, integrating talent and organizational development efforts with operational needs to drive performance, engagement, and growth. The HRBP helps guide change, champion culture, and ensure the right people strategies are in place for long-term success. Full-time position, minimum of 40 hours per week Monday-Friday. This role requires occasional evening and weekend availability, especially during peak season. While not weekly, weekend strategy calls and issue resolution are a key part of supporting our people and ensuring smooth 24/7 operations. Some travel may be required. Strategic Alignment & Partnership: Collaborate with senior leadership to develop and implement HR strategies aligned with business objectives. Act as a trusted advisor on people-related matters, contributing to strategic planning and execution. Support organizational design and workforce planning based on evolving company needs. Talent Management: Lead recruitment, onboarding, training, and development initiatives to build a high-performing workforce. Guide succession planning, performance management, and career pathing processes. Evaluate and enhance employee experience through structured engagement and feedback mechanisms. Team Leadership & HR Operations: Lead and manage the Human Resources team to ensure efficient and consistent execution of all core HR functions Oversee daily operations of the HR department, including payroll processing, employee benefits administration, recruitment, onboarding, and terminations Provide guidance and mentorship to HR team members, ensuring alignment with company goals and best practices Continuously assess and optimize HR processes to support a high-performing, compliant, and people-first organization Organizational Development, Culture & Leadership: Fostering a culture of collaboration, accountability, and continuous improvement across all teams Designing and facilitating leadership and manager development programs that support both new and existing leaders Providing coaching, tools, and training to help managers lead effectively and navigate team dynamics Partnering with operations to address real-time leadership and staffing needs in a 24/7 environment Supporting DEI efforts and ensuring inclusive, people-centered practices throughout all development initiatives Implementing strategies that promote employee engagement, performance, and retention Driving succession planning and identifying high-potential talent for future leadership roles Using feedback and data to continuously improve programs and organizational effectiveness Change Management & Projects: Lead and support organizational change efforts, ensuring alignment with HR practices and minimizing disruption. Manage special HR-related projects that drive innovation and improve business outcomes. Partner cross-functionally to execute transformation initiatives with strong stakeholder engagement. Data Analytics & Decision Support: Use HR data and KPIs to inform decisions, identify trends, and drive improvements. Report on people metrics and provide actionable insights to leadership teams. Compliance & Risk Mitigation: Ensure adherence to labor laws, company policies, and regulatory requirements. Develop and deliver training to mitigate HR-related risks and reinforce workplace standards. Cross-Department Collaboration: Partner with operations, finance, sales, marketing, and other departments to ensure people strategies support business performance. Facilitate strong communication across teams to enhance organizational alignment. Other duties as added and requested. Qualifications & Skills: Strong understanding of HR principles, organizational behavior, and business strategy. Proven ability to build relationships and influence across all organizational levels. Skilled in managing HR programs, resolving employee relations issues, and supporting leadership development. Excellent communication, coaching, and analytical skills. Tech-savvy with proficiency in HRIS, reporting tools, and project management platforms. Education & Experience: Bachelor's degree in HR, Business, or related field (Master's preferred). 610 years of progressive HR experience, ideally in an HRBP or strategic HR role. SHRM-SCP, SPHR, or related certification are strongly preferred. Other Requirements: Flexibility to travel as business needs dictate. Resilience and adaptability in dynamic, high-growth environments. Results-oriented mindset with a collaborative and solution-focused approach. Other duties as added and requested.
The HR Business Partner (HRBP) is a strategic human resources leader who collaborates closely with organizational leadership to align HR strategies with business goals. This role serves as a consultant and advisor, integrating talent and organizational development efforts with operational needs to drive performance, engagement, and growth. The HRBP helps guide change, champion culture, and ensure the right people strategies are in place for long-term success. Full-time position, minimum of 40 hours per week Monday-Friday. This role requires occasional evening and weekend availability, especially during peak season. While not weekly, weekend strategy calls and issue resolution are a key part of supporting our people and ensuring smooth 24/7 operations. Some travel may be required. Strategic Alignment & Partnership: Collaborate with senior leadership to develop and implement HR strategies aligned with business objectives. Act as a trusted advisor on people-related matters, contributing to strategic planning and execution. Support organizational design and workforce planning based on evolving company needs. Talent Management: Lead recruitment, onboarding, training, and development initiatives to build a high-performing workforce. Guide succession planning, performance management, and career pathing processes. Evaluate and enhance employee experience through structured engagement and feedback mechanisms. Team Leadership & HR Operations: Lead and manage the Human Resources team to ensure efficient and consistent execution of all core HR functions Oversee daily operations of the HR department, including payroll processing, employee benefits administration, recruitment, onboarding, and terminations Provide guidance and mentorship to HR team members, ensuring alignment with company goals and best practices Continuously assess and optimize HR processes to support a high-performing, compliant, and people-first organization Organizational Development, Culture & Leadership: Fostering a culture of collaboration, accountability, and continuous improvement across all teams Designing and facilitating leadership and manager development programs that support both new and existing leaders Providing coaching, tools, and training to help managers lead effectively and navigate team dynamics Partnering with operations to address real-time leadership and staffing needs in a 24/7 environment Supporting DEI efforts and ensuring inclusive, people-centered practices throughout all development initiatives Implementing strategies that promote employee engagement, performance, and retention Driving succession planning and identifying high-potential talent for future leadership roles Using feedback and data to continuously improve programs and organizational effectiveness Change Management & Projects: Lead and support organizational change efforts, ensuring alignment with HR practices and minimizing disruption. Manage special HR-related projects that drive innovation and improve business outcomes. Partner cross-functionally to execute transformation initiatives with strong stakeholder engagement. Data Analytics & Decision Support: Use HR data and KPIs to inform decisions, identify trends, and drive improvements. Report on people metrics and provide actionable insights to leadership teams. Compliance & Risk Mitigation: Ensure adherence to labor laws, company policies, and regulatory requirements. Develop and deliver training to mitigate HR-related risks and reinforce workplace standards. Cross-Department Collaboration: Partner with operations, finance, sales, marketing, and other departments to ensure people strategies support business performance. Facilitate strong communication across teams to enhance organizational alignment. Other duties as added and requested. Qualifications & Skills: Strong understanding of HR principles, organizational behavior, and business strategy. Proven ability to build relationships and influence across all organizational levels. Skilled in managing HR programs, resolving employee relations issues, and supporting leadership development. Excellent communication, coaching, and analytical skills. Tech-savvy with proficiency in HRIS, reporting tools, and project management platforms. Education & Experience: Bachelor's degree in HR, Business, or related field (Master's preferred). 610 years of progressive HR experience, ideally in an HRBP or strategic HR role. SHRM-SCP, SPHR, or related certification are strongly preferred. Other Requirements: Flexibility to travel as business needs dictate. Resilience and adaptability in dynamic, high-growth environments. Results-oriented mindset with a collaborative and solution-focused approach. Other duties as added and requested.