Human Resources Business Partner; HRBP

Overview

POSITION OVERVIEW: The Human Resources Business Partner (HRBP) serves as a strategic advisor and consultant to assigned business leaders and management teams, aligning human resources practices with organizational objectives. This role partners closely with leaders to support workforce planning, organizational effectiveness, employee relations, performance management, and change initiatives. The HRBP operates with a high degree of autonomy, providing both strategic guidance and hands-on execution across core HR disciplines.

The HRBP is expected to balance strong business acumen with deep HR expertise, proactively identifying people-related risks and opportunities, and delivering solutions that support organizational performance, culture, and compliance. The HRBP will assist in managing employee relations issues and updating/creating HR policies. Learning and understanding union laws, contracts, and working with unions will also be part of the job responsibilities.

This role will report to and work closely with the Chief People & Culture Officer. This is a hands-on role that will require both a strategic and tactical approach and will be expected to work well collaboratively and independently.

• Strategic HR Planning:
  Identifies current and future HR needs and proposes solutions to enhance organizational effectiveness. Partners with managers and other key stakeholders across the organizations. Coach leaders on effective people management, feedback, and performance improvement practices. Ensure consistent application of policies, procedures, and employment practices across assigned departments/teams.
• Employee Relations:
  Promotes a positive work environment and fosters employee engagement and morale. Provides consultation and guidance on employee relations matters, performance management, disciplinary actions, conflict resolution and grievance procedures (in unionized areas).
• Unions and Collective Bargaining:
  Serves as the HR point of contact for addressing labor relations, compensation, benefits, and talent management issues/inquiries related to hiring within unionized areas (in partnership with WETA’s legal team). Partner closely with union representatives as needed throughout the process.
• Workforce Planning and Talent Management:
  Oversees internal staff moves and workforce planning. Develops workforce planning and talent review strategies to address current and future staffing needs. Consults with managers on internal talent initiatives.
• Performance Management:
  Supports the performance management process and partners with people managers to ensure the process is completed effectively. Provides coaching and feedback to managers and employees to support professional development and establish goals. Supports and provides consulting around the performance improvement process (in partnership with managers) when needed.
• Manager/Employee Development:
  Leads efforts to enhance skills and competencies company wide. Identifies training needs and collaborates with managers to establish training actions. Collaborates with others in the department to plan and execute learning initiatives.
• Other duties as assigned:
  May be asked to manage and/or support special projects or handle other tasks as needed.

• Operates as a senior individual contributor or lead HR partner for assigned departments or divisions.
• Works with moderate to high complexity and ambiguity, exercising independent judgment and decision-making authority when required.
• Expected to manage multiple priorities simultaneously and proactively anticipate business and people needs.
• Skill in managing employee relations issues, including conflict resolution, disciplinary actions, and fostering a positive work environment.
• Understanding of employment laws and regulations to ensure the organization's HR practices comply with legal requirements.
• Proficiency in using data and analytics to measure HR metrics such as turnover rates, employee engagement, and workforce productivity.
• Adherence to ethical standards and maintaining confidentiality with sensitive HR information.
• Skill in negotiating HR-related…