Human Resources Business Partner

The Human Resources Business Partner serves as an HR partner and advisor to assigned business and people leaders, helping translate organizational priorities into practical people solutions across the employee life cycle. This role supports the execution of core HR programs and processes while using workforce insights, sound judgment, and cross-functional partnership to strengthen leadership effectiveness, employee engagement, compliance, and business performance. The successful candidate identifies people-related opportunities and risks, provides practical guidance informed by data and HR expertise, and partners with HR leadership on complex or enterprise-level matters.

• Serve as the primary HR point of contact and trusted advisor for assigned leaders and teams, building strong partnerships and providing practical guidance across the employee life cycle.
• Apply HR knowledge and workforce insights to support business priorities, organizational effectiveness, talent decisions, and employee engagement.
• Support the rollout and ongoing execution of enterprise HR programs, initiatives, and processes developed by HR partner teams; tailor implementation to business needs, equip leaders, communicate expectations, and encourage adoption.
• Support leaders and HR leadership with workforce planning, organizational design, job architecture, headcount, and selection decisions aligned with approved business priorities.
• Coach managers and leaders on performance management, employee development, engagement, change, and day-to-day people matters; partner with HR leadership on complex or enterprise-level matters.
• Manage routine employee relations matters and support investigations, conflict resolution, performance concerns, grievances, and terminations; maintain documentation, assess when escalation is needed, and partner with HR leadership or Legal on sensitive or high-risk matters.
• Leverage HRIS platforms and AI-enabled tools to streamline HR processes, improve data quality and reporting, generate actionable workforce insights, and support responsible, secure, and effective technology adoption.
• Use employee listening, talent, and workforce data to identify priorities, recommend actions, measure outcomes, and reinforce leadership accountability.
• Partner across HR and with Legal, Payroll, Learning & Development, Talent Acquisition, and other functions to coordinate support and resolve employee or business needs.
• Ensure compliant and consistent execution of HR policies, processes, employment practices, and employee life-cycle activities, escalating sensitive or high-risk matters as appropriate.
• Work closely with HR administrative team members to coordinate priorities, support consistent service delivery, and provide an effective employee and leader experience.
• Contribute to cross-functional people initiatives that advance organizational priorities, improve HR effectiveness, and strengthen the employee experience.
• Exercises judgment and discretion within established HR policies and practices, applying business context and risk awareness to recommend appropriate action and escalating complex or high-risk matters as needed.
• Demonstrates sound ethical judgment, balanced decision-making, and consistent alignment with organizational values; seeks guidance when matters fall outside established practices or authority.
• Perform other duties and responsibilities as assigned to support evolving business, team, and organizational needs.

• Bachelor’s degree in Human Resources, Business Administration, or related field; or HR certification (PHR/SPHR, SHRM-CP/SCP) preferred.
• 3+ years of progressive HR experience, including experience as an HR generalist or business partner supporting managers and leaders on a range of people matters.
• Strong technical proficiency with HRIS platforms and AI-enabled tools, including the ability to leverage technology and data to improve HR processes, insights, and decision-making.
• Working knowledge of employment law, employee relations, organizational effectiveness, talent management, and contemporary HR practices.
• Demonstrated ability to build trusted relationships, provide credible guidance, and communicate professionally with leaders at multiple levels.
• Ability to use business priorities and workforce data to develop practical recommendations and action plans.
• Sound judgment and demonstrated discretion in managing confidential, sensitive, and high-risk matters.
• Ability to prioritize across multiple business needs, work effectively through ambiguity, and adapt as organizational priorities evolve. Flexibility to support evolving team priorities.

Hybrid at a RedSail Office

• Spartanburg, SC
• Irving, TX
• Shreveport, LA
• Oak Brook, IL
• Cranberry Township, PA
• Long Island, NY 

• The anticipated base salary range for this position is $85,000-95,000 annually. This position is also eligible for an annual target bonus of 7.5%. Actual compensation will be determined based on factors including relevant experience, skills, qualifications, and geographic location.
• Benefits include paid time off, medical, dental, and vision insurance, a 401(k) with a 5% company match, a fitness bonus, professional development opportunities, and programs that support overall well-being.