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Hr Business Partner 2 Jobs (NOW HIRING)

City of Virginia Beach

$63K - $98K/yr

HUMAN RESOURCES Compensation Grade: A12 Compensation Range & Starting Salary: Pay Range $63,190.40 ... Human Resource Business Partner II- A12 $63,190.40 - $98,467.20 Duties will include, but not be ...

Son

HR Business Partner II

Lincoln, NE

$33.02/hr

JR2026-00028394 HR Business Partner II (Open) Applications No Longer Accepted On (If no date is displayed, job is posted as open until closed): 08-12-2026 Come join our HR leadership team that is ...

Nebraska State Jobs

HR Business Partner II

Lincoln, NE · On-site

$33.02/hr

JR2026-00028394 HR Business Partner II (Open) Applications No Longer Accepted On (If no date is displayed, job is posted as open until closed): 08-12-2026 Come join our HR leadership team that is ...

Wayne Farms LLC

HR Business Partner II

Oakwood, GA · On-site

Job Summary : The Human Resources Business Partner serves as a strategic partner to assigned ... This role is a Leader of People role and will manage a team with two or more full-time employees

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 ...

MCI Careers

Human Resources Business Partner II

Dallas, TX · On-site

$40K - $45K/yr

We are seeking an experienced Human Resource Business Partner to help drive our people initiatives ... Degree from an accredited two- or four-year college or university * SHRM-SCP or equivalent HR ...

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Hr Business Partner 2 information

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$43.5K

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

As of Aug 10, 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

John Peter Smith Hospital

Fort Worth, TX • On-site

Full-time

Posted 28 days ago

John Peter Smith Hospital rating

8.2

Company rating: 8.2 out of 10

Based on 40 frontline employees who took The Breakroom Quiz

97th of 1,055 rated hospitals

Job description

Job Summary: The Human Resources (HR) Business Partner II provides consultative support on workforce issues that impact business objectives, identifying project/partnership opportunities to build a world class employee centric culture. This position must understand the day-to-day operations of the assigned business units, including the standard business acumen and serves as innovator, change agent, and conflict resolution mediator to support the effectiveness of departments within assigned groups.

Essential Job Functions & Accountabilities:

  1. Has working knowledge/experience in own discipline, continues to build knowledge of the organization & processes.

  2. Performs a range of straightforward assignments related to discipline, uses prescribed guidelines and policies to analyze and resolve problems, and receives a moderate level of guidance and direction.

  3. Provides consultative guidance and coaching to managers and employees on human resources-related matters, ensuring alignment with organizational policies, goals, and objectives. Escalates highly complex cases to HR Business Partner III and/or Manager.

  4. Serves as a workforce culture champion, promoting a positive work environment and employee experience through activities such as employee recognition, education, and coaching.

  5. Partners with leaders to support the employee engagement strategy and facilitates focus groups to improve team member engagement for assigned customer groups.

  6. Assists with developing and executing strategies in collaboration with the Human Resources team and operational leadership to support business strategy and objectives for customer group.

  7. Participates in customer group department meetings and rounding. Constantly focusing on continuous improvement and achievement of business outcomes.

  8. Identifies and utilizes appropriate resources when needed and partners with HR team members to manage complex workforce issues.

  9. Interprets JPS policy and procedures for employees and leaders and provides advice relating to possible consequences for employment and/or disciplinary actions.

  10. Collaborates with other HR Business Partners to ensure consistency in policy interpretation and organization practices.

  11. Initiates action plans for investigations as appropriate.

  12. Prepares and maintains Joint Commission and other regulatory readiness for assigned work groups including file audits as needed.

  13. Assists with reviewing survey results and partners with leaders to build and administer action plans in response to trends in employee engagement, turnover and knowledge of customer group culture.

  14. Assists with the preparation of Human Resources reports.

  15. Job description is not an all-inclusive list of duties and may be subject to change with or without notice. Staff are expected to perform other duties as assigned.

  16. Must be able to complete all job duties and functions of the role with or without assistive/adaptive devices, and/or reasonable accommodations.

  17. Work environments may differ based on job functions and location. Work is subject to schedule changes and/or variable work hours.

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