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HR Business Partner

2 months ago

Milwaukee Wisconsin, United States Versiti Full time
Job Overview

The HR Business Partner (HRBP) serves as the principal HR authority for designated regions. This role is pivotal in achieving outcomes through the execution of organization-wide programs and policies.

As a key member of the regional leadership team, the HRBP fosters and sustains organizational culture, addresses operational challenges, and offers strategic HR consultation.

This position acts as a bridge between local management and specialized HR functions.

It is responsible for overseeing HR matters across various business sectors and ensuring the effective application of HR strategies and initiatives at the regional level.

Collaboration with Strategic Service Line Business Partners and HR Centers of Expertise is essential in crafting HR strategies and executing HR programs that align with business objectives.

Compliance with local, state, and federal employment laws is a critical responsibility. The HRBP conducts comprehensive investigations and assessments when managing diverse business scenarios.

Ownership of issues from inception to resolution is required, ensuring that all relevant parties are engaged and that satisfactory outcomes are achieved; follow-up with employees or key stakeholders is essential to confirm resolution.

This role may also support or lead initiatives across regions as necessary and may involve direct or indirect supervision of others.

Key Responsibilities

Fostering employee engagement through the effective management of employment law, HR policies, programs, leadership development, and initiatives is a primary focus.


Providing coaching and support to employees and leaders on all HR-related matters (including employee relations, engagement, performance management, and workplace dynamics) is essential.

The HRBP identifies situations that require escalation and coordinates resolutions with the appropriate HR teams.


Collaboration with Strategic HR Business Partners and Centers of Expertise is crucial in the administration and decision-making processes affecting employees within the respective business units.

Ensuring the effective delivery of HR initiatives and maintaining a cohesive HR service approach is vital.


Staying informed and advising others on legal or regulatory compliance issues affecting business operations is necessary to ensure adherence.

Participation in regional leadership meetings is expected, providing a unified HR perspective on business and employee issues.

Influencing local leaders to promote a unified organizational perspective and guiding them towards shared objectives is part of the role.

Proposing innovative approaches, policies, and procedures to enhance departmental efficiency and service delivery is encouraged.


Managing employee relations issues effectively, including monitoring engagement, gathering insights, applying critical thinking, conducting investigations, and advising leaders on necessary actions is a key responsibility.

Recommendations for corrective actions and guidance to leaders during implementation are also part of the role.


Ensuring the effective regional implementation and management of HR policies, programs, and initiatives across business units—including Diversity, Equity & Inclusion, Talent Development, Total Rewards, Leaves of Absence, Talent Acquisition, and Employee Recognition Programs—is essential.

Ensuring that Centers of Expertise meet local needs with appropriate service levels and facilitating their activities as required is important.


Partnering with Talent Acquisition and Talent Development teams to continuously enhance New Hire Orientation and onboarding processes is expected.

Management of the local budget and seeking necessary approvals is also a responsibility.

Maintaining accurate documentation of HR matters and managing employee and business records is required.


The HRBP must be flexible with working hours as needed and may be required to travel (up to 30%) to various locations for meetings, addressing employee and leadership concerns, and maintaining visibility among all employees.

Other duties as assigned that fall within the scope of this job classification may also be required.

Compliance with all organizational policies and standards is mandatory.