HR Partner

The HR Partner is an advisor and relationship manager who provides strategic and operational HR partnership to assigned segment and functional leaders. The role translates business priorities into people strategies that strengthen organizational capability, engagement, productivity, talent outcomes, and team effectiveness. The HRP, in partnership with the with the Vice President, Sr HRBP for their assigned area represents the HR Partner team in defined leadership forums, leads recurring talent routines and follow-up, and manages complex employee relations matters. The HRP also provides day-to-day direction, coaching, and work coordination to the HR Generalist while partnering across HR Centers of Excellence.

Key Responsibilities

Strategic Business Partnership

• Provide strategic guidance and consultative support to assigned segment or functional leaders and their direct reports.
• Serve as the primary relationship manager between the assigned business area and HR, connecting business needs with enterprise HR programs, policies, and expertise.
• Understand business objectives, operating priorities, workforce implications, and organizational risks; translate those insights into practical people strategies and action plans.
• Coach leaders and managers on organizational, talent, performance, workforce, and team effectiveness matters.
• Ensure standard HR policies and procedures are applied consistently; identify situations requiring escalation, exception review, or additional expertise.
• Represent the HR Partner team with sound judgment, appropriate decision authority, and clear escalation of material risks or decisions.
• Coordinate HR Partner team deliverables, maintain follow-through on commitments, and help ensure consistent service across assigned business areas.
• Lead recurring talent routines, including preparation, facilitation, documentation, and follow-up for talent reviews, succession discussions, performance calibration, and development planning.
• Handle complex employee relations matters.
• Partner with Employee Relations, Legal, Compliance, and other specialists when matters require formal investigation, specialized expertise, or escalation.
• Lead or support organization analysis and design, including the design or redesign of roles, teams, spans, layers, decision rights, and ways of working.
• Use workforce and human capital data to identify trends, frame issues, and recommend actions related to capability, engagement, productivity, retention, and organizational health.
• Support organizational change by advising leaders on stakeholder impacts, communications, transition risks, and adoption actions.
• Lead or contribute to key HR projects, programs, and initiatives, ensuring effective implementation, leader readiness, adoption, and follow-through.
• Balance enterprise consistency with business-specific needs and recommend practical solutions within established governance.

Required Qualifications

• Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent relevant experience.
• Six or more years of progressive human resources experience, including significant HR business partnership and employee relations responsibility.
• Demonstrated experience advising leaders on talent, performance, organization, workforce, engagement, and change matters.
• Experience independently managing complex and sensitive employee relations matters with sound judgment and discretion.
• Strong analytical, problem-solving, consultation, facilitation, negotiation, and conflict-resolution skills.
• Ability to build credibility and influence at multiple organizational levels, including senior leaders.
• Ability to manage competing priorities, exercise appropriate autonomy, and recognize when to escalate.
• Proficiency with Microsoft Excel, PowerPoint, Word, and Teams.

Preferred Qualifications

• PHR, SPHR, SHRM-CP, SHRM-SCP, or another relevant professional certification.
• Experience leading talent reviews, succession planning, performance calibration, workforce planning, organization design, or enterprise change initiatives.
• Experience implementing and managing sales incentive plans

• Experience supporting Sales teams and working with sales incentive plans is preferred.