Human Resources Business Partner

Position Summary: The Human Resources Business Partner (HRBP) is responsible for delivering HR solutions that align with business objectives, offering expert guidance in areas such as employee relations, performance management, and policy interpretation. The HRBP plays a key role in fostering employee engagement and recommending strategies to enhance workforce performance. This role is essential to driving organizational success by building strong relationships across the organization, serving as a trusted advisor, and maintaining the highest standards of professionalism, confidentiality, and discretion.

Essential Duties/Responsibilities:

• Conduct regular meetings with department managers to stay informed on departmental needs, employee performance, emerging issues, and to provide support in aligning HR strategies with business objectives.
• Provide day to day performance management guidance to managers including coaching, disciplinary actions, career development, employee performance issues, conflict resolution performance improvement strategies, etc.
• Foster strong working relationships with managers, employees, and cross-functional teams to promote trust and ensure open communication and a collaborative approach to problem-solving.
• Provide one-on-one coaching to managers/supervisors, offering guidance on leadership, team management, employee development, and conflict resolution.
• Identify, recommend and help implement relevant training programs to enhance leadership skills, job performance, and career development.
• Facilitate the implementation of HR policies and programs by educating managers and employees on updates, ensuring consistent application and compliance with organizational standards and legal requirements.
• Address and resolve workplace conflicts and disciplinary matters in a fair and consistent manner, promoting trust and mutual respect.
• Support the implementation of annual performance reviews, ensuring the process is consistent and effective.
• Manage and resolve employee relations issues; conduct thorough and objective investigations into employee complaints, policy violations, or misconduct; ensure timely resolution of investigations, document findings, and provide recommendations for corrective actions.
• Champion off-boarding process including preparation of separation notices and related documentation
• Work closely with the Director, Human Resources to design and implement programs and initiatives that foster employee engagement, promote a culture of collaboration, and create an inclusive work environment. This includes utilizing employee pulse surveys, stay interviews, engagement surveys to gather feedback, assess engagement levels, and identify areas for improvement, ensuring that employee voices are heard and acted upon.
• Collaborate closely with HR team members to address and resolve employee inquiries, ensuring timely and accurate responses.
• Maintain in-depth knowledge of labor laws and regulations related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Ensure required HR postings are kept current at sites.
• Assist with accreditation in activities including in preparation for audits and ensure proper documentation is in place for internal and external reviews.
• Advise management on employee promotions, transfers, and dismissals
• Other duties as assigned

Required Skills/Abilities:

• Ability to manage and resolve complex employee relations issues with a high level of confidentiality and professionalism.
• Ability to handle sensitive and confidential information with professionalism and discretion.
• Proficient in interpreting and applying HR policies, procedures, and employment laws.
• A good educator who is trustworthy and willing to share information and serve as a mentor

• Excellent verbal and written communication skills for effectively interacting with employees, leadership, and external partners.
• Strong interpersonal and communication skills with the ability to build relationships at all levels.
• High attention to detail to ensure accuracy in HR records, documentation, and reporting.
• Ability to lead and work with peers in a team effort
• Ability to work extended hours, weekends, and holidays in alignment with departmental and industry demands

Preferred Skills/Abilities

• Certifications: SHRM-CP (Society for Human Resources Management - Certified Professional) or PHR (Professional in Human Resources, desired)
• Five years of experience in HR, including employee relations, talent management, and performance management.

Education/Experience:

• Bachelor's degree in Human Resources, Business Administration or related field; proven industry experience will be acceptable in lieu of degree

• Strong understanding of employee benefits programs, including health insurance, retirement plans, and wellness initiatives.
• In-depth knowledge of federal, state, and local employment laws and regulations, ensuring compliance in HR policies and practices.
• Proficiency with HR systems and Microsoft Office Suite (Word, Excel, PowerPoint).

Work Environment/Physical Requirements:

• Home-based office environment, with minimal exposure to excessive noise or adverse environmental issues and may require occasionallocal and/or overnight travel, including exposure to heat, cold, and inclement weather conditions. Transportation for travel typically will include automobile and plane.

BirdiRx is an Equal Opportunity Employer. We value diversity and are committed to providing an inclusive environment for all employees. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status, or any other characteristic protected by law.

As a condition of employment, BirdiRx requires the successful completion of a pre-employment criminal background check and drug screening. A criminal conviction does not automatically disqualify an applicant, and each case will be evaluated individually, considering the nature of the offense, its relevance to the position, and the time elapsed since the conviction.