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Hrbp Jobs in Indiana (NOW HIRING)

LG

HRBP

Evansville, IN

The HRBP will also play a critical role in the planning, implementation and coordination of HR programs and initiatives that support organizational strategic objectives. This position is a direct ...

LG

HRBP

Evansville, IN · On-site

The HRBP will also play a critical role in the planning, implementation and coordination of HR programs and initiatives that support organizational strategic objectives. This position is a direct ...

LG

HRBP

Evansville, IN · On-site

The HRBP will also play a critical role in the planning, implementation and coordination of HR programs and initiatives that support organizational strategic objectives. This position is a direct ...

SHEIN

Senior HRBP

Whitestown, IN · On-site

Position Summary We're seeking a full-time Senior HRBP for our Whitestown based warehouse. Job Responsibilities * Partner with operational leaders at all levels to develop forward-looking people ...

Guerbet

Senior HRBP - North America

Princeton, IN

HRBP supports the Commercial teams, approximately 150 employees for the United States. The commercial organization is comprised of field-based Sales, Marketing, Medical, Technical & Support functions ...

Amrize

Human Resources Business Partner

Franklin, IN · On-site

$100K - $105K/yr

The HRBP will partner closely with local leadership, operations, and corporate HR Centers of Excellence (COEs) to deliver HR support in recruitment, onboarding, employee relations, performance ...

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Hrbp information

See Indiana salary details

$41.4K

$86.1K

$133.7K

How much do hrbp jobs pay per year?

As of Aug 21, 2026, the average yearly pay for hrbp in Indiana is $86,109.00, according to ZipRecruiter salary data. Most workers in this role earn between $68,500.00 and $97,500.00 per year, depending on experience, location, and employer.

What is an HRBP?

HRBPs, or Human Resources Business Partners, are HR professionals who work closely with an organization's leadership and management teams to align HR strategies with business objectives. They act as consultants, offering expertise in areas such as talent management, organizational development, and employee relations. HRBPs help drive business performance by ensuring that HR initiatives support the overall goals of the company, serving as a bridge between HR and other departments. Their role is strategic, focusing on long-term planning and the development of workforce solutions.

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 a strong background in human resources management, business acumen, and typically a bachelor’s degree in HR or a related field. Familiarity with HRIS platforms, talent management systems, and often certifications like SHRM-CP or PHR are advantageous. Exceptional communication, relationship building, and problem-solving skills help HRBPs influence stakeholders and drive organizational change. These skills are crucial for aligning HR strategies with business goals and supporting employee engagement and performance.

How does an HR business partner typically collaborate with department leaders to support organizational goals?

As an HR Business Partner (HRBP), you will work closely with department leaders to align HR strategies with business objectives. This often involves regular meetings to discuss workforce planning, addressing talent gaps, and providing guidance on employee relations issues. HRBPs act as strategic advisors, offering insights on change management, team development, and performance management. By fostering open communication and building strong relationships with leadership, HRBPs help ensure that HR initiatives effectively support the organization's overall direction.

What does an HRBP make?

An HRBP (Human Resources Business Partner) typically earns a salary that varies based on experience, location, and company size, with average annual pay ranging from $70,000 to over $130,000. They often hold HR certifications and have strong skills in employee relations, strategic planning, and HR systems. Compensation may include bonuses and benefits aligned with organizational policies.

What is the work of HRBP?

An HRBP (Human Resources Business Partner) works closely with management to align HR strategies with business goals, providing guidance on employee relations, performance management, and organizational development. They often analyze HR metrics, implement policies, and support talent management initiatives to improve workforce effectiveness.

What are the most commonly searched types of Hrbp jobs in Indiana?

The most popular types of Hrbp jobs in Indiana are:

What are popular job titles related to Hrbp jobs in Indiana?

For Hrbp jobs in Indiana, the most frequently searched job titles are:

What job categories do people searching Hrbp jobs in Indiana look for?

The top searched job categories for Hrbp jobs in Indiana are:

What cities in Indiana are hiring for Hrbp jobs?

Cities in Indiana with the most Hrbp job openings:

Hrbp jobs near you
Infographic showing various Hrbp job openings in Indiana as of August 2026, with employment types broken down into 77% Full Time, 21% Part Time, and 2% Contract. Highlights an 85% Physical, 7% Hybrid, and 8% Remote job distribution, with an average salary of $86,109 per year, or $41.4 per hour.

HRBP

LG

Evansville, IN

Full-time

Re-posted 13 days ago

LG Electronics rating

7.1

Company rating: 7.1 out of 10

Based on 42 frontline employees who took The Breakroom Quiz

114th of 159 rated electronics manufacturers

Job description

Basic Function: As a member of the Human Resources Team, The HRBP will provide consultation to Uniseal management and team members in a variety of Human Resources functions, to include: work culture, performance management, employee relations, benefits, compensation, training & development, recruitment, process improvement, and team member recognition. The HRBP will also play a critical role in the planning, implementation and coordination of HR programs and initiatives that support organizational strategic objectives. This position is a direct representation of the Uniseal and must consistently lead by example, always maintaining the highest levels of professionalism, integrity, and confidentiality.

Essential Functions: Advise and assist management and team members with departmental human resources activities, including recruitment/interviewing and hiring, interpretation of personnel policies, employee relations, leaves of absences, performance management, recognition, work culture, benefits, and training & development. Partner with management and team members to diagnose work culture issues, develop strategies to address them, and provide guidance in implementing solutions. Establish, cultivate, and maintain ongoing relationships with key managers in order to understand those business units and their HR needs.

Respond to team member concerns by interpreting applicable HR policies and procedures and making appropriate recommendations, including suggestions on policy clarification and/or development and delivery of training. Demonstrate a focus on diversity, helping Uniseal become more diverse at all levels. Explore data, analyze trends that require intervention, and develop and implement solutions.

This would include areas such as labor spending, hiring and retention, and HR metrics. Assist with coaching/development of managers in proper handling of team member relations issues. Develop and administer training programs which support the development of high-performance work teams.

Assist in conducting workplace investigations. Monitor performance evaluation process and goal planning in HRIS, initiate required annual HR trainings, and leadership development plans. Ensure compliance to all employment laws and company policies.

Assist team members with benefits administration activities such as open enrollment, benefits changes, etc. Manage/monitor FMLA, ADA, STD, LTD, and unemployment cases/claims. Participate in check-in, stay, and exit interview programs.

\ Onboard all new Team Members initiate a Leadership Development Plan (MS 7.2/4-06) whenever a team member is hired or transfers into a position that does not have a documented training program. Work on various production shifts as necessary and work weekends as required. Manage mentoring program

Manage employment verification inquires, visitors and incoming traffic into the HR office. Administer employment-related activities including employment verifications (I-9's, e-Verify, background, drug screens, post-offer physicals and reference checks.) Back up to Human Resources Department Leader responsibilities. Prepare payroll for Exempt and Non-Exempt Employees Perform monthly labor and wage reviews Coordinate time clocks including polling and printing reports Calculate weekly incentives All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, age, gender, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or any characteristic protected by applicable federal, state, or local law.

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