Summary
The Human Resources Business Partner (HRBP) is responsible for implementing business strategies through effective execution of HR processes and policies. This role supports and aligns with the company’s strategic goals by driving initiatives across Operations Development, HR Operations, Employee Relations, Benefits, Compensation, Organizational Development, Audits, Employee Engagement, and Customer Service.
The HRBP oversees the day-to-day operations of the HR department, ensuring smooth interaction between HR and employees across the organization. This position may also include direct supervision of team members.
Description
- Leadership Meetings: Conduct meetings with Upper Management—including the Senior Operations Manager and Operations Managers—to review progress, discuss pending actions, and align on key business and people initiatives.
- Exit Interviews: The primary objective of exit interviews is to identify the reasons behind voluntary employee departures and assess their overall experience within the organization. Based on this feedback, the HR team analyzes trends and develops strategies to reduce unwanted turnover and drive continuous improvement across the employee lifecycle.
- Leadership Coaching and Development: Serve as a strategic partner providing effective coaching and guidance to leaders, empowering them to make informed, people-focused decisions within their operations. Support leadership development by fostering impactful leadership behaviors and promoting a culture that embodies the company’s core values.
- Employee Documentation: Ensure all relevant documentation—such as disciplinary actions, case reports, incident records, and other employee-related materials—is accurately maintained in each employee’s physical file for future reference and decision-making.
- Employee Relations: Promote a positive and inclusive work environment where employees feel valued and heard. Gather employee feedback through various engagement initiatives, uphold the company’s Open-Door Policy, and ensure all concerns, complaints, and suggestions are addressed in collaboration with relevant stakeholders, with appropriate follow-up on each case.
- Employee Support: Remain accessible to employees, offering one-on-one sessions upon request or as needed to provide guidance, address concerns, or support professional development.
- Round Tables: Facilitate regular round table sessions to ensure consistent communication between the Leadership Team and frontline employees. Incorporate integrity and compliance topics into every session, and ensure that discussion points are tracked and closed by the responsible function leaders.
- Coffee Talks: Organize periodic Coffee Talks between the HR Team (including HRBPs) and the Leadership Team within each business area. These sessions serve to reinforce company policies, clarify legal and procedural topics, and strengthen alignment between HR and operational leadership.
- Other Responsibilities: Perform additional duties and special projects as assigned by the manager to support business and HR objectives.
Requirements
Education & Certifications:
Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field (required).
Six Sigma or Project Management certification is a plus.
Experience:
4–5 years of experience in Human Resources, preferably as an HR Business Partner or HR Generalist.
Proven experience in employee relations, performance management, and leadership development.
Experience supporting operations environments or multiple business sites is highly desirable.
Skills & Competencies:
English level: C1 (advanced written and verbal communication).
Strong negotiation and client relationship management skills.
Proficiency in Microsoft Excel (intermediate to advanced) and solid command of other Office and HR tools.
Strong analytical, organizational, and problem-solving abilities.
Demonstrated ability to coach and influence leaders across levels.
High attention to detail, confidentiality, and accountability.
