Mitsubishi HC Capital America, Inc.
Human Resources Business Partner
Mitsubishi HC Capital America, Inc., Norwalk, Connecticut, us, 06860
Human Resources Business Partner – Mitsubishi HC Capital America, Inc.
Base pay range:
$65,000.00/yr
–
$86,000.00/yr .
Role is 5x a week in office.
Role Overview The Human Resources Business Partner (HRBP) serves as a strategic advisor to business leaders, aligning HR initiatives with organizational goals. Responsibilities include 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.
Essential Duties and Responsibilities
Provide strategic and hands‑on support in managing complex employee‑relations issues in partnership with VP, HR Operations 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 VP, HR Operations 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, 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.
Direct development and administration of company‑wide HR policies and practices in accordance with stated corporate objectives and state and federal legal requirements.
Execute and manage the exit interview process; develop systems for communicating gathered information to management.
Assist in the development and coordination of training programs, personal and career development, performance appraisal process, compensation systems, diversity and benefit programs.
Review and analyze legislation, arbitration decisions and collective bargaining contracts to assess industry trends and standards.
Advise and assist senior management on HR management issues.
Proactively manage controversial and sensitive staff issues.
Oversee employee‑relations activities and programs including employee counseling, policy interpretation, new‑employee orientation and employee recognition programs.
Create and deliver presentations on the organization’s HR policies and practices for corporate officers or government officials as required.
Hire, train, supervise, motivate, and develop HR staff; manage schedules and workflow.
Assign duties and monitor quality of work; ensure staff conforms to organizational policies, procedures and government regulations.
Keep up to date on overall team activities, identify problem areas and take corrective actions.
Perform 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
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 HR principles and practices, including employment law, affirmative action and EEO compliance.
Proven ability to handle multiple projects and meet deadlines.
Good judgment 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 willingness to work within constantly changing priorities with enthusiasm.
Education and Experience
Bachelor’s degree (B.A.) or equivalent.
Three or more years of related experience.
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 of 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.
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
Seniority Level Associate
Employment Type Full‑time
Job Function Human Resources
Location Norwalk, CT
Salary Range Base salary $65,000.00–$86,000.00 plus discretionary annual bonus.
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$65,000.00/yr
–
$86,000.00/yr .
Role is 5x a week in office.
Role Overview The Human Resources Business Partner (HRBP) serves as a strategic advisor to business leaders, aligning HR initiatives with organizational goals. Responsibilities include 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.
Essential Duties and Responsibilities
Provide strategic and hands‑on support in managing complex employee‑relations issues in partnership with VP, HR Operations 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 VP, HR Operations 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, 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.
Direct development and administration of company‑wide HR policies and practices in accordance with stated corporate objectives and state and federal legal requirements.
Execute and manage the exit interview process; develop systems for communicating gathered information to management.
Assist in the development and coordination of training programs, personal and career development, performance appraisal process, compensation systems, diversity and benefit programs.
Review and analyze legislation, arbitration decisions and collective bargaining contracts to assess industry trends and standards.
Advise and assist senior management on HR management issues.
Proactively manage controversial and sensitive staff issues.
Oversee employee‑relations activities and programs including employee counseling, policy interpretation, new‑employee orientation and employee recognition programs.
Create and deliver presentations on the organization’s HR policies and practices for corporate officers or government officials as required.
Hire, train, supervise, motivate, and develop HR staff; manage schedules and workflow.
Assign duties and monitor quality of work; ensure staff conforms to organizational policies, procedures and government regulations.
Keep up to date on overall team activities, identify problem areas and take corrective actions.
Perform 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
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 HR principles and practices, including employment law, affirmative action and EEO compliance.
Proven ability to handle multiple projects and meet deadlines.
Good judgment 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 willingness to work within constantly changing priorities with enthusiasm.
Education and Experience
Bachelor’s degree (B.A.) or equivalent.
Three or more years of related experience.
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 of 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.
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
Seniority Level Associate
Employment Type Full‑time
Job Function Human Resources
Location Norwalk, CT
Salary Range Base salary $65,000.00–$86,000.00 plus discretionary annual bonus.
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