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Human Capital Partner Jobs (NOW HIRING)

TTEC

As a Human Capital Services Specialist, youll be a part of bringing humanity to business ... Team-oriented with a collaborative mindset, able to partner effectively with colleagues across P&C ...

M&T Bank

Senior HR Business Partner

Wilmington, DE · On-site

The Senior HR Business Partner (Sr. HRBP) serves as a strategic advisor responsible for aligning ... Predict and diagnose business conditions related to human capital which may have underlying HR ...

M&T Bank

Senior HR Business Partner

Wilmington, DE · On-site

The Senior HR Business Partner (Sr. HRBP) serves as a strategic advisor responsible for aligning ... Predict and diagnose business conditions related to human capital which may have underlying HR ...

Booz Allen Hamilton

Human Capital Specialist

Chantilly, VA · On-site

$55.20K - $126K/yr

Human Capital Specialist The Opportunity : Process improvement, performance measurement, change ... You thrive on partnering with clients to understand their mission, people, and processes, then ...

InstantServe LLC

HR BUSINESS PARTNER @120K

Tulsa, OK · On-site

Collaborate with, and serve as consultant for, all business leaders on human capital needs and ... Business Partnership * Experience in conducting meetings as well as designing, developing, and ...

InstantServe LLC

HR BUSINESS PARTNER @120K

Tulsa, OK · On-site

Collaborate with, and serve as consultant for, all business leaders on human capital needs and ... Business Partnership * Experience in conducting meetings as well as designing, developing, and ...

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Human Capital Partner information

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$43.5K

$90.5K

$140.5K

How much do human capital partner jobs pay per year?

As of May 28, 2026, the average yearly pay for human capital partner 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.

What job makes $10,000 a month without a degree?

A Human Capital Partner typically does not earn $10,000 a month without a degree, as this role often requires specialized education or experience. However, some high-paying sales, real estate, or entrepreneurial roles can reach this income level through commissions and business ownership, often requiring strong networking, sales skills, and industry knowledge.

What is the difference between Human Capital Partner vs Human Resources Business Partner?

AspectHuman Capital PartnerHuman Resources Business Partner
Required CredentialsTypically requires HR certifications, relevant degrees, and experience in talent managementSimilar credentials, often with HR certifications and experience in HR operations
Work EnvironmentStrategic focus, working closely with leadership on talent strategy and organizational developmentOperational focus, supporting HR functions and employee relations within business units
Employer & Industry UsageCommon in large corporations, consulting firms, and organizations emphasizing talent strategyWidely used across industries for HR support roles at various organizational levels

While both roles involve HR expertise and collaboration with leadership, the Human Capital Partner typically has a more strategic, organization-wide focus on talent and organizational development, whereas the Human Resources Business Partner concentrates on operational HR support within specific business units.

More about Human Capital Partner jobs
What job categories do people searching Human Capital Partner jobs look for? The top searched job categories for Human Capital Partner jobs are:
Infographic showing various Human Capital Partner job openings in the United States as of May 2026, with employment types broken down into 90% Full Time, 5% Part Time, and 5% Contract. Highlights an 100% In-person job distribution, with an average salary of $90,492 per year, or $43.5 per hour.
Regional Manager of Human Capital

Regional Manager of Human Capital

GardaWorld

Portland, OR • On-site

$80K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 9 days ago

GardaWorld rating

5.1

Company rating: 5.1 out of 10

Based on 383 frontline employees who took The Breakroom Quiz

80th of 100 rated security

Job description

Job Description
Regional Manager of Human Capital - Mountain Region
About the Role
As a key strategic leader, the Regional Manager of Human Capital (RMHC) helps drive business growth by aligning people strategies with organizational goals. This role collaborates with the Regional Director of Human Capital to lead all core functions-recruiting, onboarding, employee relations, performance management, compliance, training, succession planning, and safety-for multiple branches within our Mountain region.
The RMHC serves as a trusted advisor to the Regional Director of Human Capital and branch Human Resources and Talent Acquisition staff, champions employee engagement and development, ensures full regulatory compliance, and models GardaWorld's values through servant leadership and operational excellence.
What's in it for You
  • Competitive Salary: $80,000.00 - $90,000.00 / year base, plus bonus eligible
  • Work Site Location: Remote with 30% travel
  • Comprehensive Benefits: Medical, dental, and vision insurance plans, 401(k) with employer matching contributions, paid time off (PTO) policy, paid holidays, disability coverage, and life insurance options.
  • Career Growth: Career growth opportunities at GardaWorld

Responsibilities
  • Partner with and take direction from the Regional Director of Human Capital to align strategies with business goals to drive performance, engagement, and retention.
  • Partner with leadership to support organizational development and change initiatives.
    • Contribute to the development and delivery of training programs.
    • Support the Implementation and delivery of training programs to support employee development.
    • Coach, train, and develop the branch Human Capital teams (Human Resources, Talent Acquisition, and support staff).
    • Responsible for holding weekly one-on-ones with regional staff, along with structured team meetings that incorporate relevant training to support ongoing development and alignment.
  • Assist in the management and oversight of end-to-end HR processes: hiring, onboarding, employee relations, compliance, training, and offboarding.
    • Gather competitive data, stay informed about industry trends, and assess labor market conditions to inform successful hiring practices.
    • Review, distribute, and ensure appropriate resolutions of standard reporting to include performance metrics, data integrity, and HR & TA operations.
    • Monitor workforce metrics (turnover, time-to-fill, NBOT, compliance and legal) and develop strategies to drive improvements.
    • Monitor unemployment claims processing to ensure branch level execution.
    • Maintain accurate employment records and ensure policy adherence across all branches.
    • Coordinate necessary coverage during planned time off for Regional Recruiters.
    • Provide branch support during planned time off for Human Resources Managers or Generalists.
    • Support the consistent application of HR policies across branches.
  • Collaborate with the RDHC to implement effective recruitment strategies across all markets within the region.
    • Assist in the monitoring and management of the recruiting budget for region.
    • Facilitate talent pipeline development through proactive sourcing strategies.
    • Work closely with Regional Recruiters to create accurate and compelling position descriptions that align with job requirements.
    • Assist Regional Recruiters in filling hard-to-fill and high-impact positions.
    • Partner with operations managers to share best practices for sourcing and identifying top candidates.
    • Support regular hiring needs by providing timely and high-quality candidate profiles.
    • Participate in constructive discussions to enhance recruitment effectiveness.
    • Monitor and optimize the use of our applicant tracking system and scheduling tools.
    • Create and oversee hiring events as needed, analyzing performance analytics to identify successful practices tailored to unique markets.
  • Ensure branches maintain compliance with all federal, state, and local employment laws, including FLSA, FMLA, ADA, HIPAA, OSHA, and EEO and stay abreat of both state and federal changes in employment law.
  • Investigate and resolve employee concerns with professionalism and confidentiality.
  • Support branches in driving a positive workplace culture and employee experience.
  • Collaborate with corporate functions on policy updates, job descriptions, and strategic initiatives
  • Assist with large-scale transitions related to new business ventures.
  • Demonstrate professionalism and excellent communication skills when interacting with internal clients, external vendors, peers, staff, and candidates.
  • Demonstrate discretion and the ability to properly maintain confidential and sensitive information.
  • Contribute to other sourcing, recruitment, marketing, and retention initiatives as assigned.

GardaWorld: Make the World a Safer Place
In the United States, GardaWorld Security remains the only guarding security company Certified by Great Place to Work. This could be more than a job - 26% of our corporate employees started as frontline workers.
GardaWorld Security is a global champion in sophisticated and tailored security solutions, employer and training highly skilled and dedicated professionals across the globe, offering a wealth of opportunities to individuals looking to gain experience and develop professionally in a growing industry.
It is the policy of GardaWorld Security Services to provide equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, veteran status, or disability in accordance with applicable federal laws. In addition, GardaWorld Security Services complies with applicable state and local laws governing nondiscrimination in employment. This policy applies to all terms and conditions of employment including, but not limited to hiring, placement, assignment, promotion, termination, layoffs, recalls, transfers, leaves of absence, compensation, and training. It is also the policy of GardaWorld Security Services not to honor requests that employees be assigned on the basis of sex or any other classification protected by law, unless such request is based on a bona fide occupational qualification for that assignment.
DPSST License # 81294

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