Human Resources Business Partner

The Human Resources Business Partner (HRBP) serves as a strategic partner to leadership, aligning business objectives with people strategies to drive organizational success. This role collaborates with management to proactively address workforce challenges, enhance employee engagement, and foster a culture of innovation and inclusion. The HRBP leverages expertise in HR functions, organizational development, and change management to implement initiatives that support business goals and strengthen workforce capabilities. The role maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture, and its competition.

• Conducts weekly meetings with respective business units.
• Ability to lead or support HR initiatives, from planning through execution and evaluation
• Consults with line management, providing HR guidance when appropriate.
• Strong verbal and written communication skills to convey complex HR concepts clearly.
• Active listening and empathy to build rapport and trust with employees and leadership.
• Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
• Manages and resolves complex employee relations issues, ensuring fair and objective outcomes.
• Conducts effective, thorough and objective investigations while maintaining confidentiality and compliance.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. 
• Partner with legal and compliance teams to address complex issues effectively.
• Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Provide coaching to leaders and high-potential employees to support career growth and organizational impact.
• Partner with leaders to develop succession plans and workforce strategies that address current and future needs.
• Provides HR policy guidance and interpretation.
• Develops contract terms for new hires, promotions and transfers.
• Provides guidance and input on business unit restructures, workforce planning and succession planning.
• Identifies training needs for business units and individual executive coaching needs.
• Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
• Foster a culture of fairness and equal opportunity by ensuring consistent application of policies and compliance with relevant regulations, supporting a productive and respectful workplace.
• Leverage HR technology and tools to optimize workflows and analytics.
• Performs other related duties as assigned.

 Why Work With Us?

At InterCommunity, we believe your well-being matters — at work and beyond. That’s why we offer a comprehensive benefits package designed to support your health, financial security, and work-life balance.

All benefit- eligible employees of InterCommunity are eligible for Medical, Dental, Voluntary Vision, Group Life, Supplemental Life, Short-Term Disability and Long-Term Disability. (A benefit -eligible employee is one who is schedule to work a minimum of 30 hours per week.). In addition, all employees may contribute to our 401k and those who meet eligibility and service requirements will receive the company contribution. Benefits are effective on the first day of the month following date of hire.

Our Benefits Include:

• Work Life-Balance-Flexibility, generous Paid PTO, and paid holidays.
• Health & Dental insurance - flexible contribution options that includes 2 HDHP w/ HSA enrollment option or non-HDHP at a minimal cost to employees.
• Voluntary vision coverage.
• Employer-paid Short-Term Disability, Long-Term Disability, and Basic Life & AD&D.
• Supplemental Life Insurance available.
• 401(k) with 3% employer match + 3% employer contribution after 12 months and 1,000 hours worked
• Career advancement opportunities in a supportive, mission-driven environment.

 Skills/Abilities  

• Excellent verbal and written communication skills. 
• Excellent interpersonal and customer service skills.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
• Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
• Excellent organizational skills, attention to detail, and time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.
• Strong strategic thinking and emotional intelligence to navigate complex organizational dynamics.
• Proficient with Microsoft Office Suite or related software.

Education &/Or Experience

• Bachelor’s degree in human resources, Business Administration, or related field preferred; equivalent experience will be considered.
• Minimum of 3 years of experience resolving complex employee relations issues.
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations including mediations, performance management, and federal and state respective employment laws.
• Proven success in leading organizational change, workforce planning, and inclusion strategies.
• HR certification from SHRM or HRCI preferred (e.g., SHRM-CP, PHR).