HR Business Partner
Erie Home, Toledo, OH, United States
Benefits
Industry‑best compensation packages
Competitive Medical, Dental, and Vision benefits after 60 days
401(k) with company match
Paid Time Off including paid parental leave
Individualized career development programs
On-demand lunch program
Childcare assistance
Free gym membership
Employee assistance programs, including legal, financial planning, and counseling
Employee discount marketplace
Employee Resource Groups such as VetConnect, DEI Committee, Women's Committee
Position Summary
Reporting to the HR Manager or Senior HR Manager, the Human Resources Business Partner (HRBP) plays a critical role in strengthening organizational capability through a strong focus on talent management, succession planning, and organization design. The HRBP partners closely with assigned business units and leaders to develop and execute people strategies that enable both current and future business objectives.
In this role, the HRBP leads efforts to assess organizational needs, build effective workforce plans, and design structures that support growth and long‑term success. A key responsibility includes driving comprehensive talent and succession planning processes to ensure a robust leadership pipeline and a high‑performing, engaged workforce.
The HRBP also provides strategic and tactical guidance on a full range of HR initiatives including leadership development, performance management, organizational health, and employee engagement. Additionally, the HRBP manages and resolves complex employee relations matters and oversees investigations to support a fair and consistent workplace.
Overall, the HRBP serves as a trusted advisor to business leaders, delivering proactive HR strategies and practices that enhance organizational performance and advance the company’s short‑and long‑term goals.
Essential Duties And Responsibilities
Lead annual and ongoing talent calibration processes to evaluate bench strength, identify high‑potential employees, and create actionable development plans.
Assess current organizational structures and partner with leaders to design or redesign org charts, roles, and workflows that support efficiency and future growth.
Provide insights and recommendations to influence business decisions using data, trends, and HR best practices.
Partner with other HR team members (L & D, Compensation, Benefits, Talent Acquisition, Payroll, etc.) acting as a point of contact and liaison with supported groups to deliver robust HR services.
Provide HR partnership, for both strategic and tactical initiatives, day‑to‑day HR support and execution of strategies for assigned business groups.
Provide influence and guidance to client groups through developing partnerships to support achieving business objectives within the assigned caseload population.
Manage and resolve employee relations issues, by conducting effective, thorough and objective investigations. Provide consultation, coaching, and training to managers on performance, talent development, and employee relations.
Implement HR best practices for key HR processes including performance management, compensation planning, workforce/capability planning, and talent management.
Oversee and execute implementation of HR and/or business initiative in assigned business groups by participating in assigned business groups operational meetings, business reviews, and team building.
Maintain knowledge of compliance requirements through researching, developing and proposing policy updates and new policies, provide guidance to managers and employees on policies and how to interpret them, staying up to date on HR trends and best practices as well as employment laws and regulations.
Experience And Minimum Qualifications
Minimum 4 years of broad‑based HR generalist experience providing advice, counsel and coaching to leaders with the ability to influence and champion effective leadership and change, developing strong business partnerships to support achievement of business objectives within assigned business groups.
Bachelor’s Degree in Human Resource Administration, Business Administration, Organizational Psychology or related field from 4‑year accredited university strongly preferred. Equivalent experience will be considered.
Master’s Degree in Business Administration or Human Resources preferred.
Professional certification by the Society for Human Resources Management preferred.
Skilled with computer applications such as Microsoft PowerPoint, Word, Excel and Outlook.
Proficiency with UKG HRIS application preferred.
Original, creative thinker with the ability to show managerial courage.
Must have strong work ethic, and a reputation for the highest degree of integrity and mature business judgment.
Ability to work in a fast‑paced environment with competing deadlines and shifting priorities.
Strong ability to collaboratively engage with leaders to create, identify, and implement solutions to further the effectiveness of the business.
Must be able to work with diverse employees, partners and teams.
Ability to professionally maintain composure and effectiveness under pressure and changing conditions.
Ability to negotiate conflict and lead conflict resolution while maintaining strong working relationships at all levels of an organization.
Uses outstanding verbal and communication skills, with poise and confidence to interact with all levels of management.
Ability to navigate and lead through change.
Strong understanding of HR processes and procedures and ability to continually improve processes and procedures, ensuring they are fit for purpose for the organization.
Strong team player, internally with HR team and with the business.
Strong ability to provide options and influence organizational direction.
Works collaboratively and willingly shares information; facilitates discussion and resolution of different viewpoints and promotes teamwork.
Builds trusting and collaborative relationships with business leaders and HR team.
Excellent interpersonal skills required.
Proven ability to prioritize and multi‑task.
Ability to handle and protect sensitive information in a confidential and professional manner.
Advanced problem solving, time management, and decision‑making skills required.
Strong business acumen combined with interpersonal and leadership skills.
Must be legally authorized to work in country of employment without sponsorship for employment visa status (e.g., H1‑status).
Preferred Knowledge, Skills, Abilities Or Certifications
PHR, SHRM‑CP, or related designation preferred.
Experience in direct‑to‑consumer building, remodeling, and/or construction industries.
Travel Requirements
Occasional overnight travel required.
Overtime/Additional Hours Requirements
Additional hours may be required (exempt positions).
Physical Requirements
Normal office environment.
Performs indoor work in a climate‑controlled environment.
Sedentary work. Exerting up to 10 pounds of force occasionally and/or negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time.
Diversity and Inclusion Statement
Leaf Home is committed to creating a diverse environment and is proud to be an equal opportunity employer. We strive to create an environment that embraces differences and fosters inclusion.
Equal Opportunity Statement
Leaf Home will rec111il, hire, train, and promote persons in all job titles without regard to race, color, ancestry, national origin, gender identity or expression, sexual orientation, marital status, religion, age, results of genetic testing, veteran status, or physical/mental disability (except where the disability prevents the individual from being able to perform the essential functions of the job and cannot be reasonably accommodated in full compliance with the law).
#J-18808-Ljbffr
Industry‑best compensation packages
Competitive Medical, Dental, and Vision benefits after 60 days
401(k) with company match
Paid Time Off including paid parental leave
Individualized career development programs
On-demand lunch program
Childcare assistance
Free gym membership
Employee assistance programs, including legal, financial planning, and counseling
Employee discount marketplace
Employee Resource Groups such as VetConnect, DEI Committee, Women's Committee
Position Summary
Reporting to the HR Manager or Senior HR Manager, the Human Resources Business Partner (HRBP) plays a critical role in strengthening organizational capability through a strong focus on talent management, succession planning, and organization design. The HRBP partners closely with assigned business units and leaders to develop and execute people strategies that enable both current and future business objectives.
In this role, the HRBP leads efforts to assess organizational needs, build effective workforce plans, and design structures that support growth and long‑term success. A key responsibility includes driving comprehensive talent and succession planning processes to ensure a robust leadership pipeline and a high‑performing, engaged workforce.
The HRBP also provides strategic and tactical guidance on a full range of HR initiatives including leadership development, performance management, organizational health, and employee engagement. Additionally, the HRBP manages and resolves complex employee relations matters and oversees investigations to support a fair and consistent workplace.
Overall, the HRBP serves as a trusted advisor to business leaders, delivering proactive HR strategies and practices that enhance organizational performance and advance the company’s short‑and long‑term goals.
Essential Duties And Responsibilities
Lead annual and ongoing talent calibration processes to evaluate bench strength, identify high‑potential employees, and create actionable development plans.
Assess current organizational structures and partner with leaders to design or redesign org charts, roles, and workflows that support efficiency and future growth.
Provide insights and recommendations to influence business decisions using data, trends, and HR best practices.
Partner with other HR team members (L & D, Compensation, Benefits, Talent Acquisition, Payroll, etc.) acting as a point of contact and liaison with supported groups to deliver robust HR services.
Provide HR partnership, for both strategic and tactical initiatives, day‑to‑day HR support and execution of strategies for assigned business groups.
Provide influence and guidance to client groups through developing partnerships to support achieving business objectives within the assigned caseload population.
Manage and resolve employee relations issues, by conducting effective, thorough and objective investigations. Provide consultation, coaching, and training to managers on performance, talent development, and employee relations.
Implement HR best practices for key HR processes including performance management, compensation planning, workforce/capability planning, and talent management.
Oversee and execute implementation of HR and/or business initiative in assigned business groups by participating in assigned business groups operational meetings, business reviews, and team building.
Maintain knowledge of compliance requirements through researching, developing and proposing policy updates and new policies, provide guidance to managers and employees on policies and how to interpret them, staying up to date on HR trends and best practices as well as employment laws and regulations.
Experience And Minimum Qualifications
Minimum 4 years of broad‑based HR generalist experience providing advice, counsel and coaching to leaders with the ability to influence and champion effective leadership and change, developing strong business partnerships to support achievement of business objectives within assigned business groups.
Bachelor’s Degree in Human Resource Administration, Business Administration, Organizational Psychology or related field from 4‑year accredited university strongly preferred. Equivalent experience will be considered.
Master’s Degree in Business Administration or Human Resources preferred.
Professional certification by the Society for Human Resources Management preferred.
Skilled with computer applications such as Microsoft PowerPoint, Word, Excel and Outlook.
Proficiency with UKG HRIS application preferred.
Original, creative thinker with the ability to show managerial courage.
Must have strong work ethic, and a reputation for the highest degree of integrity and mature business judgment.
Ability to work in a fast‑paced environment with competing deadlines and shifting priorities.
Strong ability to collaboratively engage with leaders to create, identify, and implement solutions to further the effectiveness of the business.
Must be able to work with diverse employees, partners and teams.
Ability to professionally maintain composure and effectiveness under pressure and changing conditions.
Ability to negotiate conflict and lead conflict resolution while maintaining strong working relationships at all levels of an organization.
Uses outstanding verbal and communication skills, with poise and confidence to interact with all levels of management.
Ability to navigate and lead through change.
Strong understanding of HR processes and procedures and ability to continually improve processes and procedures, ensuring they are fit for purpose for the organization.
Strong team player, internally with HR team and with the business.
Strong ability to provide options and influence organizational direction.
Works collaboratively and willingly shares information; facilitates discussion and resolution of different viewpoints and promotes teamwork.
Builds trusting and collaborative relationships with business leaders and HR team.
Excellent interpersonal skills required.
Proven ability to prioritize and multi‑task.
Ability to handle and protect sensitive information in a confidential and professional manner.
Advanced problem solving, time management, and decision‑making skills required.
Strong business acumen combined with interpersonal and leadership skills.
Must be legally authorized to work in country of employment without sponsorship for employment visa status (e.g., H1‑status).
Preferred Knowledge, Skills, Abilities Or Certifications
PHR, SHRM‑CP, or related designation preferred.
Experience in direct‑to‑consumer building, remodeling, and/or construction industries.
Travel Requirements
Occasional overnight travel required.
Overtime/Additional Hours Requirements
Additional hours may be required (exempt positions).
Physical Requirements
Normal office environment.
Performs indoor work in a climate‑controlled environment.
Sedentary work. Exerting up to 10 pounds of force occasionally and/or negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time.
Diversity and Inclusion Statement
Leaf Home is committed to creating a diverse environment and is proud to be an equal opportunity employer. We strive to create an environment that embraces differences and fosters inclusion.
Equal Opportunity Statement
Leaf Home will rec111il, hire, train, and promote persons in all job titles without regard to race, color, ancestry, national origin, gender identity or expression, sexual orientation, marital status, religion, age, results of genetic testing, veteran status, or physical/mental disability (except where the disability prevents the individual from being able to perform the essential functions of the job and cannot be reasonably accommodated in full compliance with the law).
#J-18808-Ljbffr