The Human Resources Business Partner (HRBP) acts as a trusted advisor to business leaders and employees, delivering high-quality HR services and solutions that align with organizational goals. The HRBP partners with management to anticipate and address human capital challenges, supports business strategy, and ensures compliance with policies, procedures, and regulations. This role requires a proactive, forward-thinking approach, strong analytical and problem-solving skills, and the ability to build influential relationships across the organization.

What You Will Do:

Under the supervision and guidance of the Human Resources Manager or Human Resources Director, the HR Business Partner will support their assigned client group in the following areas:

Strategic Business Partnership

Develop a deep understanding of the business, its products, services, and strategic objectives. Participate in management meetings and contribute HR insights to business discussions. Build credibility and become an integrated member of the business team

Employee Relations

Act as a coach, advisor, and facilitator to resolve workplace issues related to relationships, environment, expectations, and communication. Lead and advise on employee performance, discipline, grievances, harassment, and discrimination cases. Ensure statutory compliance and risk mitigation in all employment processes through partnership with the Legal team. Conduct or oversee workplace investigations and recommend resolutions.

Compensation & Benefits

Advise on compensation and benefits strategies for the business unit or client group in collaboration with our Compensation and Benefits teams. Use data analysis to support compensation initiatives and ensure internal equity. Support annual salary reviews and retention strategies for high-potential employees. Communicate benefit offerings and address employee inquiries by connecting employees with our Benefits team 

HRIS & Data Analytics 

Utilize HR systems and data to support decision-making and strategy. Ensure accuracy, consistency, and integrity of data by regularly monitoring, validating, and updating information in the HR systems. Suggest system improvements to increase HR effectiveness.

Talent Acquisition & Recruiting

Assist in workforce and staff planning efforts. Partner with our Talent Acquisition team to ensure effective recruitment and onboarding. Advise on talent gaps and drive strategies to address them.

Talent Management & Learning

In collaboration with our Talent Management team, identify and support the development of high-potential and high-performing employees. Facilitate talent gap analysis and aid in succession planning. Advise leaders on talent development. Support performance and talent review processes.

Self-Development & Continuous Skill Improvement

Pursue ongoing professional development and HR certification. Participate in professional associations and maintain current knowledge of employment legislation and best practices.

What You Will Need:

Education and Experience

Bachelor’s degree in Human Resources, Business Administration, or related field required. Five or more (5+) years of progressive HR experience, with a minimum of three (3) years in a business partner capacity. SHRM-CP, PHR, CIPD, or similar certification preferred.

Knowledge, Skills, and Abilities

Comprehensive understanding of HR functional areas: employee relations, compensation & benefits, talent management, and HRIS. Familiarity with employment laws and regulations. Knowledge of HR analytics, data privacy, and reporting requirements. Strong communication, influencing, and relationship-building skills. Analytical skills for data-driven decision-making and problem-solving. Effective coaching, facilitation, and conflict resolution abilities. Project management and change management skills. Proficiency in HRIS and data visualization tools (e.g., Power BI). Ability to act as a trusted advisor and build credibility with leaders and employees. Ability to make independent, well-reasoned decisions and take ownership of key situations. Ability to manage multiple priorities and adapt to changing business needs. Ability to work collaboratively across functions and with diverse teams. Ability to maintain discretion, trust, and confidentiality in all HR matters. Ability to think proactively and anticipate future business and workforce needs. Ability to obtain a working knowledge of the ABS Health, Safety, Quality, and Environmental Management Systems.