Human Resources Business Partner

Description

This job primarily operates in a professional office environment. This role routinely uses standard office equipment such as computers, phones, photocopiers, and filing cabinets. This position will occasionally be required to operate in a field environment.

The HR Business Partner (HRBP) provides support and guidance to the business groups in all areas of Human Resources and may include talent management, employee relations, benefits, compensation, and HR data analytics and reporting. This position serves as the primary point of contact for the business unit leaders and employees, providing expertise in HR policies, procedures, and best practices to drive business performance.

May indirectly supervise or mentor Associate HRBPs, Generalists, or project teams depending on assigned scope.

• Coach and mentor Associate HRBPs to build HR capability and shared standards.
• Lead HR initiatives that align people practices with company strategy, including org changes, culture campaigns, or system rollouts.
• Collaborate with cross-functional teams (e.g., Payroll, Benefits, Talent Acquisition) to ensure HR initiatives are implemented accurately and consistently.
• Serve as an escalation point for sensitive employee matters and support conflict resolution or policy interpretation.
• Conducts exit interviews, analyzes turnover trends, and works with leadership to develop strategies to increase engagement and retention.
• Guide leaders in building high-performing teams, navigating change, and creating a culture of engagement and accountability.
• Manages employee relations including investigation and developing solutions that result in fair and timely conflict resolution.
• Partners with the HR centers of excellence to implement, administer, educate, and deliver on HR services, programs, training, and policies and/or practices that support the business units and HR objectives.
• Act as a primary HR partner to assigned business leaders to understand their needs and align HR strategies and solutions with their goals. Develops positive working relationships and business partnerships with designated groups and throughout the company.
• Serve as a thought partner during reorganizations, leadership transitions, and cultural shifts—providing change strategy, communications, and risk mitigation.
• Drive leadership capability by coaching managers on performance development, feedback, and team dynamics.
• Drive the successful execution of cyclical programs including performance reviews, workforce planning, engagement surveys, and compensation actions.
• Partners with the business to routinely analyze compensation and provide guidance to maintain or support external competitiveness and internal equity.
• Provides guidance and support to managers on performance management and coaching.
• Analyzes HR data and metrics to identify trends and opportunities for improvement. Regularly evaluates data and provides analytics to assigned groups.
• Supports talent management initiatives, including workforce planning, succession planning, and leadership development. Collaborates with business leaders to identify employee development and training needs, creating, and implementing a plan to address those needs.

Requirements

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to talk or hear. The employee frequently is required to stand; walk; use hands or fingers, handle or feel; and reach with hands and arms. The employee is occasionally required to sit; climb or balance, and stoop, kneel, crouch, or crawl. The employee must frequently lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus.

• Previous ownership of HR programs such as performance management, benefits, leave administration, or engagement initiatives.
• Advanced Excel and reporting skills; ability to synthesize and present data to non-HR audiences.
• Proficiency in HRIS platforms (e.g., ADP), including process configuration and reporting.
• Demonstrated success advising managers, resolving complex people issues, and building internal trust.
• Strong written and verbal communication skills, with the ability to influence, educate, and lead conversations with all levels of the organization.
• Exposure to compliance frameworks, audit cycles, or risk mitigation in an HR environment.
• Experience in consulting, engineering, or professional services environments.
• Strong analytical, organizational, and project management skills with attention to detail and outcomes.
• Experience managing change initiatives across departments or regions.
• Bachelor's degree in Human Resources, Business or relevant field and 3-5 years of relevant human resources experience. Equivalent work experience may be considered in lieu of a degree.

Benefits

Compensation details: 85000-100000 Yearly Salary

Base compensation is expected to be in the range of $85,000- $100,000 annually based on skill set and experience. AET offers a comprehensive benefits package, including health benefits, insurance, Employee Stock Ownership Plan (ESOP), long term savings, paid time off, and professional development opportunities. The selected candidate must be authorized to work for any employer in the U.S. without requiring visa sponsorship now or in the future.

Training + Development

Interview process

Visa Sponsorship

Security clearance