Human Resources Business Partner

This position will be located in Norwalk, CT. The incumbent will work in the office 5 days a week.

Position Overview

The Human Resources Business Partner (HRBP) serves as a strategic advisor to business leaders, aligning HR initiatives with organizational goals. This role is responsible for, but not limited to, talent acquisition, employee relations, talent development, and change management. The HRBP ensures compliance with employment legislation, drives engagement, and fosters a high-performance culture. By leveraging data and partnering with leadership, the HRBP helps shape human capital strategies that support business success.

Commitment To Internal Control

This position is required to possess a comprehensive understanding of and adhere to the system of internal controls associated with the fundamental duties and responsibilities of the role. This includes compliance with SOX and all other pertinent regulatory and compliance policies and requirements.

Essential Duties And Responsibilities

• Provide strategic and hands-on support in managing complex employee relations issues in partnership with Senior Human Resources Manager and legal counsel, ensuring fair and consistent application of company policies and procedures.
• Lead and facilitate performance improvement processes, including coaching managers, developing action plans, and tracking progress toward resolution.
• Partner with managers and the Senior Human Resources Manager to document, track, and summarize employee relations cases for risk mitigation and legal review.
• Conduct thorough investigations into workplace concerns, prepare detailed case documentation, and recommend appropriate outcomes aligned with organizational values and legal standards.
• Own and execute full-cycle recruitment, including sourcing, screening, interviewing, and offer negotiation, onboarding, and new hire orientation.
• Establish and maintain strong relationships with hiring managers to understand workforce needs and deliver timely, high-quality hiring outcomes.
• Directs the development and administration of company-wide human resources policies and practices in accordance with stated corporate objectives and state and federal legal requirements.
• Executes and manages the exit interview process; develops systems for communicating gathered information to management.
• Assists in the development and coordination of training programs, personal and career development, performance appraisal process, compensation systems, diversity, and benefit programs.
• Reviews/ analyzes of legislation, arbitration decisions, and collective bargaining contracts to assess industry trends and standards.
• Advises and assists senior management on human resources management issues.
• Proactive management of controversial and sensitive staff issues .
• Oversee employee-relations activities and programs including but not limited to employee counseling, interpretation of policies, new employee orientation, and employee recognition programs.
• Creates and delivers presentations on the organization’s human resources policies and practices for corporate officers or government officials as required.
• Hires, trains, supervises, motivates, and develops human resources staff; manages schedules and workflow.
• Assigns duties and monitors quality of work; assures staff conforms to organizational policies and procedures and government regulations.
• Keeps up to date on overall activities of the team, identifying problem areas and taking corrective actions.
• Performs other related duties as assigned by management.
  
  

Key Performance Indicators

• Talent Management & Development
• Employee Engagement & Retention
• HR Operational Efficiency
• Strategic Business Alignment
• Change Management & Communication
  
  

Responsibility And Decision-Making Authority

• Act independently; Decision-making within Company policy.
  
  

Management/Supervisory Responsibilities

• Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.
  
  

Qualifications

• Proven experience managing and documenting employee relations matters, including conflict resolution, investigations, and disciplinary actions.
• Strong knowledge of performance management principles and experience guiding leaders through performance improvement plans.
• Demonstrated ability to document and maintain accurate records of employee relations cases, including preparing summaries for legal and compliance review.
• Hands-on experience managing end-to-end recruitment processes across a variety of roles and functions.
• Strong interviewing and candidate assessment skills, with a focus on equitable and competency-based selection practices.
• Proficiency in applicant tracking systems (ATS) and recruitment analytics tools.
• Ability to manage multiple requisitions simultaneously while maintaining attention to detail and candidate engagement.
• Thorough understanding of human resources principles and practices, including employment law, Affirmative Action, and EEO compliance.
• Proven ability to handle multiple projects and meet deadlines.
• Good judgement with the ability to make timely and sound decisions.
• Creative, flexible, and innovative team player.
• Excellent written and verbal communication and presentation skills.
• Ability to work with all levels of management.
• Strong organizational, problem-solving, and analytical skills.
• Versatility, flexibility, and a willingness to work within constantly changing priorities with enthusiasm.
  
  

Education And Experience

• Bachelor’s degree (B.A.) or equivalent.
• Three plus years related experience or equivalent.
• Three years of employment
  
  

Working Hours

• Typical business hours, 40-45+ hours per week. Occasional work outside of normal business hours depending on business needs.
  
  

Travel

• 0%-5%; Occasional travel as needed.
  
  

Physical Demands

• Digital dexterity and hand/eye coordination in operation of office equipment
• Light lifting and carrying supplies, files, etc.
• Ability to speak to and hear customers and/or other employees via phone or in person
• Body motor skills sufficient to enable incumbent to move from one office location to another
  
  

The job description does not constitute an employment contract, implied or otherwise, other than an “at will” relationship and is subject to change by the employer as the needs of the employer and requirements of the job change.

The position is an exempt role and the salary will be between $65,000 and $86,000 with an opportunity to earn a discretionary bonus.

The salary range is determined and based on internal equity, market data/ranges, applicant's skills, prior relevant experience and education.

Additional Benefits

• Medical, Dental, and vision plans
• 401(k) and matching
• Paid Time Off
• Company Paid Life Insurance
• Employee Assistance Program
• Training and Development Opportunities
  
  

- Employee Discounts