Human Resources Business Partner, Bonterra

• Working knowledge of HR generalist practices, including employee relations, performance management, organizational change, HR administration, and compensation and leveling concepts
• Working knowledge of federal, state, and local employment laws and the ability to apply policy consistently
• Proficiency with HRIS and HR applications, such as Workday, and the ability to run and interpret HR reports
• Prior experience in an HR generalist or HR business partner capacity supporting employees and managers, including HR administration
• Ability to investigate and document employee relations matters objectively and maintain confidential case files
• Ability to coach managers and employees through difficult conversations and deliver messages with credibility and care
• Ability to analyze people data and present findings and recommendations to leaders
• Strong written and verbal communication skills, including the ability to tailor messages to different audiences
• Attention to detail and the ability to document work accurately and in audit-ready form
• Sound judgment and discretion with confidential information, and the ability to recognize when to escalate
• Ability to manage multiple priorities and work independently within defined policy in a fast-paced, changing environment
• Willingness to use AI tools in HR work, with an understanding of data privacy and confidentiality expectations
• HR certification (for example, SHRM-CP, SHRM-SCP, PHR, or SPHR)
• At this time, we are unable to consider candidates who require current or future sponsorship for employment authorization

Desirable

• Serve as the first line of HR support for employees and managers in assigned client groups, responding to questions on policy, team structure, career paths, and leveling, and escalating enterprise-level, precedent-setting, or high-risk issues to the Sr. Director, HR Business Partner
• Partner with senior leaders in assigned client groups, as directed by the Sr. Director, to translate business priorities into people actions such as workforce planning, headcount and capacity discussions, and organizational health, using data on attrition, engagement, span of control, and hiring and promotion trends to diagnose issues and support recommendations
• Execute reorganizations, restructures, and reductions in force at the direction of the Sr. Director, including role and org-chart documentation, HRIS updates, notification logistics, and audience-specific communications and talking points for executives, managers, and impacted employees, coordinating with Talent Acquisition, Total Rewards, Finance, and Legal to align structure, hiring, and compensation
• Manage employee relations intake, documentation, and investigations from open to close, coach managers and employees on resolution, and maintain complete case files; escalate complex or high-risk matters, including terminations and severance, to the Sr. Director and Legal before action is taken
• Handle day-to-day labor relations for collectively represented employee populations, where applicable, including grievance handling and bargaining support, and escalate labor strategy and significant matters to the Sr. Director in partnership with Legal
• Run the performance management cycle for assigned client groups, including calibration management, promotion and leveling documentation, and compensation guidance to managers in partnership with Total Rewards; escalate complex talent decisions to the Sr. Director
• Coach managers on team dynamics, difficult conversations, performance, and change, and develop templates, tools, and playbooks that extend manager capability beyond one-on-one support
• Execute HR administration independently, including new hire, transfer, leave, compensation change, and separation transactions, applying knowledge of HR policy, processes, and applications to ensure accuracy and timeliness
• Provide case guidance and work review to Associate HRBPs on administrative and employee relations tasks, without formal reporting lines, to maintain quality and consistency of HR delivery
• Run and analyze reports in Workday and other HR applications on a recurring basis and ahead of leadership discussions to identify trends in attrition, engagement, employee relations, hiring, and promotion, and present findings with recommendations
• Identify opportunities to automate, template, or accelerate recurring HRBP work using AI tools, and apply them responsibly with attention to data privacy, confidentiality, and appropriate use in people decisions
• Maintain accurate documentation and audit-ready records, and ensure policies are applied consistently and in compliance with federal, state, and local requirements
• This position does not have people management responsibilities