Human Resources Business Partner (HRBP)

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• 
Scope
• The Human Resources Business Partner (HRBP) serves as a strategic advisor to the Avēsis Operations organization, aligning people strategies with business priorities to strengthen performance, engagement, retention, leadership capability, and sustainable growth. The HRBP uses workforce insights, talent practices, and organizational development expertise to help leaders anticipate challenges, improve team effectiveness, and build a culture of accountability, collaboration, and continuous improvement. Human Resources supports the employee lifecycle through talent acquisition and management, employee relations, leadership development, total rewards, compliance, workforce planning, and organizational effectiveness.

• Job Summary
• The HRBP partners with operational leaders to develop and execute workforce strategies that support business goals and high-performing teams. The role provides data-informed guidance across talent management, organizational design, workforce and succession planning, employee engagement, change management, leadership development, and performance improvement. The HRBP analyzes workforce trends, engagement results, turnover, talent risks, and organizational health measures to recommend practical solutions that improve employee experience and business outcomes. The role also advises on employee relations, policy interpretation, investigations, performance matters, and organizational risk in partnership with Legal and HR leadership. Success is measured through trusted leadership partnerships, stronger engagement and retention, improved leadership effectiveness and succession readiness, reduced workforce risk, and measurable organizational results. The HRBP also contributes to enterprise talent initiatives and continuous improvement across HR.
 Functional Competencies:

Strategic Business Partnership: Serve as a trusted advisor and coach to leaders on workforce matters tied to business objectives. Develop engagement, retention, workforce planning, succession, and organizational effectiveness strategies. Influence decisions through workforce insights, sound judgment, and an understanding of operational and financial priorities.

Workforce Analytics & Talent Insights: Analyze workforce, engagement, turnover, performance, retention, succession, and organizational health data to identify risks and opportunities. Translate people data into actionable recommendations and evaluate the effectiveness of talent and workforce investments.

Employee Engagement & Retention: Use employee feedback, survey results, exit trends, and workforce data to identify root causes and implement action plans. Coach leaders on practices that improve employee experience, development, well-being, retention, culture, and workforce stability.

Talent Management & Leadership Development: Lead performance management, succession planning, leadership development, and workforce planning initiatives. Assess leadership capability and bench strength, improve manager programs and resources, and coach leaders on goals, feedback, development, and performance.

Employee Relations & Risk Management: Conduct and document workplace investigations and present findings and recommendations to appropriate stakeholders. Advise on employment law, policy interpretation, performance management, corrective action, workplace concerns, and employee separations. Partner with Legal and Leaders to identify and mitigate workforce risks and maintain compliance.

Organizational Effectiveness & Change Leadership: Advise on organizational design, team effectiveness, workforce optimization, and change management. Assess organizational capability and recommend improvements to alignment, accountability, scalability, and performance. Support growth, restructuring, transformation, and other business changes while sustaining engagement and productivity.

Core Competencies

Business Acumen: Connect workforce strategies and talent investments to operational, financial, and organizational outcomes. Evaluate workforce decisions through both a people and business lens, including the impact of turnover, engagement, and productivity.

Strategic Mindset: Anticipate workforce needs and balance immediate business demands with long-term talent and organizational priorities.

Relationship Management: Build credible partnerships and address difficult issues with courage, professionalism, curiosity, and constructive challenge.

HR Expertise: Apply current employment laws, policies, HR practices, workforce trends, and technologies to balance business needs, employee experience, and risk.

Results Orientation: Deliver measurable improvements in engagement, retention, leadership effectiveness, succession readiness, organizational capability, and performance. Use metrics and feedback to improve solutions and reinforce leader accountability for people outcomes.

Behavioral Competencies:

Influential: Builds credibility, trust, and partnerships that positively influence leaders and organizational outcomes.

Strategic: Thinks beyond immediate challenges and develops long-term solutions that support business goals.

Collaborative: Works across teams and functions to achieve shared organizational objectives.

Initiative: Proactively identifies opportunities, addresses challenges, and drives meaningful results.

Communicative: Clearly and effectively communicates ideas, recommendations, and complex information verbally and in writing.

Employee-Focused: Champions a positive employee experience and seeks opportunities to improve engagement, development, well-being, and retention.

Critical Thinker: Analyzes complex situations, identifies root causes, and develops effective solutions.

Adaptable: Effectively manages competing priorities and evolving business needs.

Integrity and Accountability: Acts ethically, maintains confidentiality, and demonstrates ownership for decisions and outcomes.

Minimum Qualifications

• •Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field, or an equivalent combination of education, training, and experience.
• •5-7 years of progressive HR experience, including employee relations, investigations, conflict resolution, performance management, and employment law.
• •2-4 years of HR Business Partner experience supporting operations, customer service, contact center, or service-focused organizations.
• •1-3 years analyzing workforce trends, talent metrics, engagement data, or organizational health indicators; ability to influence decisions using workforce analytics, talent insights, and business-focused recommendations
• •1-2 years of experience with competency-based performance management frameworks
• •1-3 years using Workday HCM or a similar HRIS.
• •Experience partnering with leaders to develop workforce strategies and improve organizational effectiveness, engagement, retention, succession, or workforce planning.
• •Experience managing corrective actions, performance improvement processes, employee separations, and organizational change in a complex environment.
• •For this remote role, employees must maintain internet service that supports essential responsibilities. Recommended minimum speeds are 50 Mbps download and 25 Mbps upload while hardwired and not using a VPN.

Preferred Qualifications

• •Master's degree in Human Resources, Business Administration, Organizational Development, or a related field.
• •SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
• •Experience in a private equity-backed organization or the healthcare, insurance, managed care, or employee benefits industry.
• •Experience le