Job Opportunities API

The Human Resources Business Partner (HRBP) serves as a strategic People & Culture partner to assigned client groups, aligning people strategies with business priorities to strengthen organizational performance. The HRBP partners with leaders to provide consultative support in organizational effectiveness, workforce planning, talent management, leadership coaching, performance management, employee relations, and organizational change.  Working collaboratively with colleagues across the People & Culture team, the HRBP delivers consistent enterprise people programs while tailoring solutions to the unique operational needs of assigned departments. This position exercises sound judgment, builds trusted relationships, and helps leaders solve business challenges through effective people practices that strengthen organizational capability and employee experience. PRIMARY RESPONSIBILITIES Strategic Partnership and Organizational Effectiveness Serve as the primary People & Culture advisor to assigned client groups.  Build trusted consultative relationships by developing a deep understanding of departmental priorities, workforce needs, and organizational objectives.  Partner with leaders to develop workforce strategies that support business objectives and long-term organizational capability.  Advise leaders on organizational design, role clarity, team effectiveness, succession planning, and workforce capability.  Analyze workforce trends and organizational data to identify risks and recommend practical people strategies.  Support leaders through organizational change, restructuring, and evolving business priorities.  Partner with leaders to identify and resolve organizational and people-related challenges using sound judgment, professionalism, and discretion. Leadership Coaching and Employee Relations Coach managers on leadership effectiveness, performance management, employee development, communication, and accountability.  Provide guidance on employee relations matters, including performance concerns, workplace conflict, corrective action, and policy interpretation.  Promote consistent application of employment policies, employment practices and organizational values.  Conduct workplace investigations and partner with leadership to resolve employee concerns in a timely, fair, and consistent manner.  Escalate complex or high-risk employee relations matters as appropriate.  Support managers in developing performance improvement plans, career development discussions, and employee recognition strategies. Talent Acquisition and Market Strategy Partner with business leaders to anticipate workforce needs and develop talent strategies aligned with organizational priorities.  Collaborate with hiring managers throughout the recruiting and selection process, including position planning, competency identification, interview design, and candidate assessment.  Support leaders in attracting, selecting, onboarding, and retaining highly qualified employees.  Identify succession risks and recommend development opportunities for key talent.  Partner with managers to strengthen internal mobility and career development opportunities.  Support onboarding by partnering with enterprise onboarding resources to ensure successful employee integration and early productivity. Organizational Development and Learning Partner with leaders to identify organizational and individual development needs that support business priorities.  Assess leadership and manager capability gaps and recommend appropriate learning and development solutions.  Collaborate with People & Culture colleagues to design, implement, and evaluate enterprise learning and leadership development initiatives.  Coach managers on the application of new skills and reinforce learning through ongoing consultation and feedback.  Support succession p