Human Resources Business Partner

Summary Partners closely with senior leadership and line managers to deliver HR services that support the company exceeding business goals, driving employee engagement, and enabling talent development within a multi-site, multi-state, dynamic, fast-growing company. Essential Duties and Responsibilities HR Partner & Trusted Advisor Builds and maintains trusted advisor relationships with senior leaders and managers to influence decision-making and drive organizational effectiveness Partners with leadership to align people strategies with business objectives, including workforce planning, organizational design, and capability building. Leverages people analytics and business insights to identify trends, diagnose issues, and recommend data-driven solutions. Leads execution of core HR processes (performance management, talent reviews, engagement surveys), ensuring quality, consistency, and business alignment. Guides leadership through change management and organizational design efforts tied to program expansions, reorganization, and contract transitions. Identifies opportunities to enhance employee experience and implement scalable, sustainable improvements. Collaborates with colleagues in compensation, benefits, talent acquisition, and training & development to implement scalable HR programs and initiatives. Employee Relations Serves as a subject matter expert on employee relations, employment laws, and company policies, ensuring compliant and consistent application across the organization. Manages and resolves complex employee relations issues, conducting thorough investigations, documenting findings, and implementing appropriate resolutions. Assesses and mitigates organizational risk by identifying trends and proactively recommending preventative strategies. Advises leaders and employees on a wide range of workplace matters, balancing legal compliance, company values, and business needs. Partners with legal and senior HR leadership as appropriate on high-risk or sensitive matters. Facilitates offboarding processes, including exit interviews, and analyzes trends to inform retention and engagement strategies. Talent Management & Employee Development Partners with leaders to assess organizational capability, identify skill gaps, and develop talent strategies to support current and future business needs. Drives succession planning and talent pipeline development for critical roles. Supports identification and development of high-potential employees. Coach managers on effective performance management, feedback, and employee development initiatives. Leaves & Accommodations Serves as a subject matter expert on leave of absence programs and applicable laws (FMLA, PFML, ADA, etc.), providing guidance to employees, managers, and HR team members on leave-related matters and supporting the resolution of complex or escalated cases. Owns the accommodations process for assigned business groups including providing guidance and following procedures for employees seeking medical or other legally defined accommodations. Ensures that applicable laws, policies, and procedures are being followed while empathy for the employee is demonstrated. Other Responsibilities Develops and maintains Standard Operating Procedures (SOPs) to ensure consistency and scalability of HR practices. Partners with the Talent Acquisition team on hiring strategies, internal mobility, and workforce transitions Leads or contributes to special projects and initiatives as requested. Demonstrates accountability and ownership in delivering results. Maintains regular attendance including being at work, being on time to work and working full shifts. Other duties as assigned. Competencies: To perform the job successfully, an individual should demonstrate the following competencies: Greenpoint Core Competencies Adaptability – Adapts to changes in the work environment, manages competing demands, and accepts constructive criticism/feedback and changes approach or method to best fit the situation. Communications – Expresses ideas and thoughts effectively in verbal and written form, exhibits good listening and comprehension, and keeps others informed and uses appropriate communication methods. Dependability – Responds to requests for service and assistance, follows instruction and responds to management direction, takes responsibility for own actions and doing the best job possible, keeps commitments, and maintains reliable attendance. Initiative – Sets and achieves challenging goals, demonstrates persistence and overcomes obstacles, measures self against standard of excellence, recognizes and acts on opportunities, and takes calculated risks to accomplish goals. Teamwork – Balances team and individual responsibilities, exhibits objectivity and openness to others' views, gives and welcomes feedback, contributes to building a positive team spirit, and puts success of team above own interests. Work Quality – Demonstrates accuracy and thoroughness, displays commitment to excellence, looks for ways to improve and promote quality, applies feedback to improve performance, and monitors own work to ensure quality. Job Core Competencies Performance Coaching – You define responsibilities and expectations, you set goals and objectives, you give performance feedback, you motivate for increased results, you recognize contributions, and you encourage training and development. Judgment – Displays willingness to make decisions, exhibits sound and accurate judgment, supports and explains reasoning for decisions, includes appropriate people in decision-making process, and makes timely decisions. Planning/Organization – Prioritizes and plans work activities, uses time efficiently, plans for additional resources, integrates changes smoothly, sets goals and objectives, and works in an organized manner. Problem Solving - Identifies problems in a timely manner, gathers