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Hr Business Partner 2 Jobs (NOW HIRING)

LB Foster

HR Business Partner II

Pittsburgh, PA · On-site

We are looking for an HR Business Partner II to support leadership and employees across multiple site locations by providing practical HR guidance, delivering HR programs, and helping create a ...

CR England

HR - HR Business Partner II

Riverside, CA · On-site

$92K - $100K/yr

Position Summary The HR Business Partner II (HRBP II) serves as a strategic advisor to business leaders, delivering comprehensive HR support in a fast-paced, high-volume environment. This role ...

University of Rochester

$61K - $85K/yr

Serves as a key Human Resources partner supporting assigned business unit(s) in close collaboration with Senior Human Resources Business Partner(s). Provides consultation and guidance to managers and ...

Dufry

HR Business Partner II

Houston, TX · On-site

The Field HR Business Partner B (HRBP) is the senior-most HR position responsible for a branch or multiple branches with substantially high sales volume within a Region that is collectively managed ...

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Hr Business Partner 2 information

See salary details

$43.5K

$90.5K

$140.5K

How much do hr business partner 2 jobs pay per year?

As of Aug 6, 2026, the average yearly pay for hr business partner 2 in the United States is $90,492.00, according to ZipRecruiter salary data. Most workers in this role earn between $72,000.00 and $102,500.00 per year, depending on experience, location, and employer.

How does an HR Business Partner 2 typically collaborate with department managers to address workforce challenges?

As an HR Business Partner 2, you will regularly work alongside department managers to identify workforce needs, address employee relations issues, and drive organizational initiatives. This involves consulting on talent management, facilitating training, and supporting managers in implementing HR policies. The role requires strong communication and problem-solving skills, as you'll often mediate between staff and leadership to create effective solutions. Successful collaboration helps ensure both business goals and employee needs are met, making your partnership with managers integral to organizational success.

What is the difference between Hr Business Partner 2 vs HR Generalist?

AspectHr Business Partner 2HR Generalist
CredentialsBachelor's degree, HR certifications often preferredBachelor's degree, HR certifications beneficial
Work EnvironmentStrategic partnership with leadership, involved in business planningOperational HR support, employee relations, recruitment
Employer & Industry UsageUsed in corporate settings across industriesCommon in various industries, focusing on day-to-day HR functions

While both roles require HR knowledge and similar credentials, the Hr Business Partner 2 focuses on strategic collaboration with leadership, whereas the HR Generalist handles operational HR tasks. The HR Business Partner 2 plays a more consultative role, aligning HR strategies with business goals, unlike the HR Generalist's focus on daily HR activities.

What is an HR Business Partner 2?

An HR Business Partner 2 is a mid-level human resources professional who serves as a strategic advisor to specific departments or business units within an organization. They collaborate with management to align HR strategies with business goals, handling tasks such as workforce planning, performance management, employee relations, and change management initiatives. HR Business Partner 2 roles typically require several years of HR experience and strong communication and problem-solving skills. They play a key role in driving organizational effectiveness and supporting both employees and leadership.

What are the key skills and qualifications needed to thrive as an HR Business Partner 2, and why are they important?

To thrive as an HR Business Partner 2, you need a solid understanding of HR principles, employment law, and talent management, typically supported by a bachelor’s degree in HR or a related field. Familiarity with HRIS platforms, data analytics tools, and certifications like SHRM-CP or PHR are commonly expected. Strong interpersonal skills, business acumen, and the ability to influence and build relationships are crucial soft skills for this role. These competencies are essential for aligning HR strategies with organizational goals and effectively supporting both employees and leadership.
More about Hr Business Partner 2 jobs
What job categories do people searching Hr Business Partner 2 jobs look for? The top searched job categories for Hr Business Partner 2 jobs are:
Hr Business Partner 2 jobs near you
Infographic showing various Hr Business Partner 2 job openings in the United States as of August 2026, with employment types broken down into 84% Full Time, 13% Part Time, and 3% Contract. Highlights an 90% Physical, 3% Hybrid, and 7% Remote job distribution, with an average salary of $90,492 per year, or $43.5 per hour.

HR Business Partner II

LB Foster

Pittsburgh, PA • On-site

Full-time

Medical, Dental, Vision, Retirement

Posted 17 days ago

L.B. Foster rating

6.0

Company rating: 6.0 out of 10

Based on 12 frontline employees who took The Breakroom Quiz

Job description

At LB Foster, our people are critical to our success. We are looking for an HR Business Partner II to support leadership and employees across multiple site locations by providing practical HR guidance, delivering HR programs, and helping create a positive employee experience.
This role is ideal for an HR professional who enjoys building strong relationships, solving employee and manager issues, supporting talent acquisition efforts, and ensuring consistent application of HR policies and practices.
What You'll Do
As an HR Business Partner II, you will provide day-to-day HR support to plant leadership and employees across multi-sites while helping implement human resources programs and initiatives that support operational goals.
Some examples of the work you might do include:
1. Partner with plant leadership to achieve business goals while maximizing the talent in operational areas such as quality, safety, and continuous improvement.
2. Implement and support initiatives related to talent management, compensation, payroll and benefits, organizational effectiveness, change management, and employee engagement within local sites.
3. Coach plant leadership on HR best practices, including talent management, learning and development, compensation and benefits, and performance management to promote engagement and a culture of continuous growth and development.
4. Engage with employees and management to offer assistance on diverse HR-related subjects, including employee relations, compensation, and workforce engagement to improve work, build morale, and increase productivity and retention.
5. Review HR data in partnership with other HR functions like Talent Management, HRIS, and Compensation to make recommendations to management to enable growth and influence organizational culture.
6. Complete employee relations investigations with a focus on the facts of the situation, legal and policy compliance, and prompt resolution.
7. Perform recruiting functions for a specified business unit(s) including requisitions, job postings, reviewing resumes, phone screens, scheduling interviews, conducting interviews, drug screens, candidate assessments, and making offers.
8. In partnership with Talent Management, support or conduct training sessions for managers and employees on various HR topics.
9. Conduct new hire orientation and complete onboarding through HRIS system.
10. All other duties as assigned.
What You'll Bring
  • Bachelor's degree in human resources, business administration or related field required or equivalent experience.
  • 4+ years of progressive human resources experience required.
  • Experience working in a manufacturing or multi-site environment preferred.
  • Proven experience in employee relations, manager and employee coaching, and HR compliance.
  • Demonstrated knowledge and understanding of multi-state and federal HR related labor laws and regulations as well as best practices.
  • Demonstrated experience and ability to balance business partnering skills with employee advocacy.
  • Skilled at partnering with different levels of the organization.
  • Ability to exercise tact and good judgment and maintain a professional demeanor while working in a busy environment.
  • Ability to work with a sense of urgency and meet strict deadlines when working with internal customers.
  • Thorough knowledge of Microsoft Office Suite and HR information systems experience.
  • Proficiency with HRIS systems.
  • Ability to listen with both empathy and examination.
  • Comfortable speaking and communicating to all levels of the organization through various methods for building relationships with employees, management, and leadership.
  • Requires excellent time management or organizational skills, with attention to detail and ability to meet deadlines.
  • Strong HR and problem-solving and critical thinking skills, and self-initiative.
  • Aptitude for data-oriented decision making.
  • Possess a passion for supporting innovative HR-solutions and process improvement.
  • Ability to travel up to 25-30% of the time

Benefits
  • Medical, dental, vision benefits the first day of the month after hire
  • Market-leading 401(k) program with company match
  • 100% tuition reimbursement
  • Career development and advancement opportunities
  • Flexible work environment

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.

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