Human Resources Business Partner

Position: Human Resources Business Partner

Reports To: Director, Human Resources

Department: Human Resources

Supervisory Role: No

Location: Remote

Employment Status: Full-Time

FLSA Status: Exempt

POSITION OVERVIEW

The Human Resources Business Partner (HRBP) works directly with both leaders and employees to address workplace matters and support effective people management practices. Serving as a trusted advisor to leaders and a resource to employees, this role provides guidance on employee relations, performance management, workplace concerns, and the application of HR policies and employment practices.

The HRBP builds relationships across Changent, works with leaders as they navigate employee situations, and contributes to a productive and respectful work environment. Through sound judgment, practical guidance, and knowledge of employment practices, this role provides guidance on workplace challenges, resolves employee concerns, and fosters effective working relationships.

ESSENTIAL DUTIES & RESPONSIBILITIES

50% | Employee Relations & Workplace Resolution

• Serve as the primary HR point of contact for employee concerns, workplace complaints, interpersonal conflict, and sensitive employee matters.
• Assess employee relations concerns, gather relevant information, conduct fact-finding, and manage workplace investigations.
• Facilitate conflict resolution and help both managers and employees navigate difficult workplace interactions.
• Provide practical guidance to managers and employees on workplace conduct, HR policies, and appropriate next steps.
• Provide guidance to managers on performance expectations, performance concerns, and corrective action.
• Guide managers through performance improvement plans, including documentation, expectations, and follow-up.
• Maintain documentation of employee relations matters, investigations, findings, and actions taken.
• Identify potential employment risks and escalate complex or high-risk matters to the Director, Human Resources, as appropriate.
• Exercise sound judgment, discretion and impartiality when handling sensitive employee information and workplace concerns.

50% | HR Partnership & Organizational Guidance

• Build relationships across Changent and develop an understanding of organizational priorities, team dynamics, and workforce needs.
• Provide guidance on HR policies, employment practices, and approaches that support effective people management.
• Work directly with leaders as they navigate employee situations, team dynamics, and workplace challenges.
• Provide guidance and resources on professional development opportunities.
• Identify emerging workforce concerns and recommend solutions grounded in HR best practices.
• Partner with leaders through organizational and team changes, providing guidance on employee communication, workplace considerations, and related HR matters.
• Identify recurring performance challenges and recommend practical approaches that support effective performance management.

KNOWLEDGE, SKILLS, AND EXPERIENCE

• Bachelor’s degree in Human Resources, Organizational Development, or a related field required; equivalent professional experience may be considered in lieu of a degree.
• Minimum 8 years of progressive human resources experience.
• Minimum 5 years of experience in an HR Business Partner or comparable HR role.
• Demonstrated experience managing employee relations matters, including workplace investigations, employee concerns, conflict resolution, and performance matters.
• Experience advising and coaching leaders through sensitive employee matters, difficult conversations, performance concerns, and workplace challenges.
• Strong knowledge of federal and state employment laws, employee relations practices, and the application of HR policies across a geographically dispersed workforce.
• Demonstrated ability to assess workplace situations, exercise sound judgment, identify employment risks, and recommend appropriate courses of action.
• Experience partnering with leaders on team dynamics, workforce challenges, workplace practices, and organizational change.
• Ability to build trusted working relationships and credibility with employees and leaders at all organizational levels.
• Professional HR certification such as SHRM-SCP, SPHR, SHRM-CP, or PHR preferred.
• Ability to travel up to 10% annually, as needed.

SUPERVISORY RESPONSIBILITIES

This position reports to the Director, Human Resources and does not have any direct reports.