A Human Resources Business Partner acts as a liaison and strategic support between lines of business and human resources. Provides guidance on hiring, employee relations, talent management and other HR strategy and tactics to business leaders and hiring managers.
Responsibilities We're looking for someone who cares deeply about people, culture, and doing the right thing. In this role, you'll be a trusted resource for Partners and a supportive coach for leaders—helping everyone navigate challenges with clarity, fairness, and empathy. What You'll Do Support Partners by listening, guiding, and helpig resolve concerns Coach leaders through challenging situations Keep our culture strong by ensuring alignment with our Bold Promise What Makes You Great for This Role You're approachable, calm under pressure, and great at building trust You communicate clearly and handle sensitive situations with care You understand applicable HR practices and regulations You believe in creating a positive, inclusive Partner experience
Job Summary:
The Partner Relations team, part of HR Shared Services, serves as the primary point of contact for Partners and Leaders, addressing Partner concerns. This team provides expert guidance to Leaders, ensuring cases are managed consistently, fairly, and with urgency. As a trusted resource, Partner Relations manages complex and high-risk workplace concerns, including critical Partner support situations and incidents. Team members engage directly with Partners to understand concerns, demonstrating empathy and discretion while maintaining professionalism and objectivity.
Key Responsibility & Essential Functions:
Advises leaders to apply ER practices to local goals; coordinates policy updates and leader coaching; monitors outcomes and escalates systemic issues to HRBP/Legal; builds capability in situational awareness and effective communication. Provides practical coaching to leaders; prepares talking points and decision frameworks; monitors consistency of leader actions. Guides leaders through case risk assessment; recommends mitigation steps; ensures documentation and compliance against policy. Handles complex cases independently, validates facts, and escalates when inconsistencies arise. Guides leaders through the interactive process; confirms documentation; tracks timelines and return-to-work plans; resolves routine escalations. Applies policies; conducts routine reviews; documents findings; escalates inconsistencies and recommends fixes. Maintains dashboards; analyzes trends; produces leader reports; recommends targeted interventions. Coach leaders to explain decisions clearly, reinforce anti‑retaliation expectations, and invite questions to maintain trust and transparency. Key Qualifications & Key Requirements Career individual contributor in a professional role. Works independently, receiving general instructions on new assignments, and a review of outcomes for technical soundness. Possesses complete knowledge of role. Applies a broad range of theories, concepts, principles, and methodologies to assignments containing some elements of complexity. Majority of work is spent both independently planning and completing the design, implementation, and/or delivery of processes, programs, and/or policies. May coach, direct, oversee, or review the work of lower-level professionals. Networks with more senior internal and external stakeholders who may be unfamiliar with the area of specialty. Bachelor's degree or additional role-relevant experience. 5+ years of relevant experience preferred. Bachelor's degree in Human Resources, Business, or related field preferred; equivalent experience considered Familiarity with HRIS and case management systems (Workday, Salesforce, or equivalent) Physical Demands & Working Conditions Function in a fast-paced, office environment Travel by car or plane with overnight stays Work extended hours; sit for extended periods. Occasionally lift 20 lbs or more
