ZipRecruiter

Log In

1

Hr Business Partner Jobs in Springfield, MA (NOW HIRING)

PeoplesBank

Human Resources Business Partner

Holyoke, MA · On-site

$75K - $90K/yr

PeoplesBank is looking for a dynamic HR Business Partner to join our team! In this collaborative, hands-on role, you'll champion our culture, support the full HR lifecycle, and lead initiatives that ...

Stantec

Senior HR Business Partner

Hartford, CT · On-site

As part of our US Northeast HR Client Services (HRCS) team, the Senior HR Business Partner will be supporting leaders and employees throughout our various business lines located primarily across the ...

Tjx

Human Resources Business Partner I

Bloomfield, CT

$66.50K/yr

You. * 5+ yearsof direct experience as a Human Resource Generalist or HRBP * Bachelor's degree or equivalent experience * Can pair strategic and tactical thinking in order to look at "big picture" HR ...

next page

Showing results 1-20

People also search for

All JobsHr Business Partner JobsHr Business Partner Jobs in Springfield, MA

Hr Business Partner information

See Springfield, MA salary details

$42.3K

$88.1K

$136.7K

How much do hr business partner jobs pay per year?

As of May 28, 2026, the average yearly pay for hr business partner in Springfield, MA is $88,074.00, according to ZipRecruiter salary data. Most workers in this role earn between $70,100.00 and $99,800.00 per year, depending on experience, location, and employer.

What Does an HR Business Partner Do?

An HR business partner (HRBP) aligns the objectives of a business or organization with the management and employees in designated business units. You work on human resources issues and consult with management on problems that might arise. Your duties include working to anticipate HR-related needs so that you can proactively communicate what is necessary to develop solutions. You promote partnerships across the different employee levels and departments, implement programs that reflect the objectives of the business, and listen to feedback to provide for the development of new plans for an organization, its competition, and its culture.

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

To thrive as an HR Business Partner, you need expertise in human resources management, strong understanding of employment law, and usually a relevant degree or HR certification (such as SHRM-CP or PHR). Familiarity with HRIS platforms, data analytics tools, and performance management systems is commonly required. Exceptional interpersonal skills, problem-solving abilities, and business acumen help you build trust and align HR strategies with organizational goals. These skills are essential for driving business success through effective people management and strategic workforce planning.

How does an HR Business Partner typically collaborate with department managers to address workforce planning needs?

An HR Business Partner (HRBP) works closely with department managers to understand their team's current capabilities and future staffing requirements. They analyze workforce data, discuss business goals, and help managers identify skill gaps or succession planning needs. Through regular meetings and strategic consultations, HRBPs support managers in designing effective talent acquisition, development, and retention strategies, ensuring alignment with overall organizational objectives. This collaborative approach helps departments remain agile and well-equipped to meet evolving business demands.

What are HR Business Partners?

HR Business Partners (HRBPs) are human resources professionals who work closely with an organization's leadership to align HR strategies with business goals. They act as consultants, helping managers with talent management, employee relations, organizational development, and change management. Rather than focusing solely on administrative tasks, HR Business Partners play a strategic role in workforce planning and driving company performance by ensuring that HR initiatives support overall business objectives.

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

AspectHr Business PartnerHR Generalist
CredentialsBachelor's degree, HR certifications (e.g., SHRM-CP, PHR)Bachelor's degree, HR certifications often preferred
Work EnvironmentStrategic partnership with leadership, involved in business planningOperational HR support, employee relations, recruitment
Employer & Industry UsageUsed across industries for strategic HR rolesCommon in organizations of all sizes for HR support

The HR Business Partner focuses on aligning HR strategies with business goals and works closely with leadership. In contrast, the HR Generalist handles day-to-day HR functions like recruitment, employee relations, and compliance. Both roles require HR certifications and are vital in supporting organizational success, but they differ in scope and strategic involvement.

More about Hr Business Partner jobs
What are the most commonly searched types of Hr Business Partner jobs in Springfield, MA? The most popular types of Hr Business Partner jobs in Springfield, MA are:
What are popular job titles related to Hr Business Partner jobs in Springfield, MA? For Hr Business Partner jobs in Springfield, MA, the most frequently searched job titles are:
What job categories do people searching Hr Business Partner jobs in Springfield, MA look for? The top searched job categories for Hr Business Partner jobs in Springfield, MA are:
What cities near Springfield, MA are hiring for Hr Business Partner jobs? Cities near Springfield, MA with the most Hr Business Partner job openings:
Hr Business Partner jobs near you
Infographic showing various Hr Business Partner job openings in Springfield, MA as of May 2026, with employment types broken down into 84% Full Time, 8% Part Time, and 8% Contract. Highlights an 80% Physical, 11% Hybrid, and 9% Remote job distribution, with an average salary of $88,074 per year, or $42.3 per hour.
HR Business Partner

HR Business Partner

Fiondella Milone & Lasaracina

Glastonbury, CT • On-site

Full-time

Medical, Dental, Vision, Retirement

Posted 23 days ago

Job description

Job Title: Human Resources Business Partner (HRBP)

Job Summary

The Human Resources Business Partner (HRBP) serves as a strategic partner to leadership and employees, delivering comprehensive HR support across the employee lifecycle. This role is responsible for payroll coordination, benefits administration, talent acquisition—including campus recruiting—employee relations consulting, and leadership development. The HRBP also leads internship program management, ensuring a strong early talent pipeline that aligns with organizational goals while fostering a positive, compliant, and high-performing work environment.

Key Responsibilities

Payroll & Compensation

  • Coordinate and support payroll processing to ensure accuracy and compliance with federal, state, and local regulations
  • Partner with Chief Operating Officer and payroll and or HRIS vendors to resolve discrepancies and maintain data integrity
  • Assist with compensation administration, including salary changes and bonuses

Benefits Administration

  • Administer employee benefits programs (health, dental, vision, retirement, leave programs, etc.)
  • Serve as primary point of contact for employee benefit inquiries and issue resolution
  • Partner with brokers and vendors on open enrollment, benefits education, and plan enhancements
  • Ensure compliance with applicable regulations (e.g., ACA, FMLA, COBRA)

Talent Acquisition & Campus Recruiting

  • Partner with Director-HR and hiring managers to develop recruitment strategies
  • Manage full-cycle recruitment, including sourcing, interviewing, and offer management
  • Lead campus recruiting efforts, including university partnerships, career fairs, and internship pipelines
  • Build and maintain relationships with colleges, universities, and student organizations
  • Promote employer branding and ensure a positive candidate experience

Internship Program Management

  • Design, implement, and manage the organization’s internship program
  • Partner with business leaders to identify internship opportunities aligned with workforce needs
  • Oversee intern recruitment, onboarding, engagement activities, and performance feedback
  • Organize structured programming (e.g., training sessions, networking events, student leadership programs)
  • Evaluate program effectiveness and drive continuous improvement
  • Develop conversion strategies to transition top talent into full-time roles

HR Consulting & Employee Relations

  • Act as a trusted advisor to managers and employees on HR policies, procedures, and best practices
  • Provide guidance on employee relations issues, including performance management, conflict resolution, and investigations
  • Ensure consistency and compliance in the application of policies and employment laws
  • Support disciplinary processes and documentation as needed

New Hire Processing & Orientation

  • Oversee onboarding processes, including background checks, I-9 verification, and system entry
  • Facilitate new hire orientation and ensure a smooth transition into the organization
  • Partner with managers to ensure effective onboarding plans and early employee engagement

Leadership & Organizational Development

  • Partner with leadership to identify development needs and implement training initiatives
  • Support performance management programs, including goal setting, feedback, and evaluations
  • Drive employee engagement initiatives and organizational effectiveness strategies
  • Assist in succession planning and talent development programs

Qualifications

Education & Experience

  • Bachelor’s degree in Human Resources, Business Administration, or related field required or equivalent experience
  • 5+ years of progressive HR experience, preferably in a business partner or generalist role
  • Experience supporting multiple HR functions (payroll, benefits, talent acquisition, employee relations)

Skills & Competencies

  • Strong knowledge of employment laws and HR best practices
  • Excellent interpersonal, communication, and coaching skills
  • Proven ability to build relationships and influence at all levels
  • Strong project management and organizational skills
  • Ability to manage early talent programs and stakeholder relationships
  • High level of confidentiality and professionalism
  • Proficiency in HRIS systems and Microsoft Office

Certifications (Preferred)

  • SHRM-CP, SHRM-SCP, PHR, or SPHR certification

Work Environment & Expectations

  • Ability to manage multiple priorities in a fast-paced environment
  • Strong attention to detail and organizational skills
  • Commitment to fostering an inclusive and engaging workplace culture
  • Willingness to travel for campus recruiting events as needed