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Human Resources Business Partner Jobs (NOW HIRING)

Internationalschools

HR Business Partner

Bellevue, WA · On-site

ISP HR Business Partner (HRBP) Role Profile Purpose of Role The HR Business Partner serves as a strategic business partner to their cluster of schools. They are responsible for ensuring the effective ...

HGA

HR Business Partner

Annandale, MN · Hybrid

$115K - $150K/yr

HR Business Partner/Sr HR Business Partner Location: Milwaukee, WI Join HGA's HR team and partner with business leaders to shape and execute people strategies driving organizational performance ...

Staff Financial Group

HR Business Partner

Atlanta, GA · Hybrid

$90K - $110K/yr

HR Business Partner Who: A fast-growing company seeking a strategic HR Business Partner to support leadership and drive workforce success. What: You will serve as a trusted advisor to leadership ...

Brewer Science Inc.

HR Business Partner

Dayton, OH · On-site

The HR Business Partner (HRBP) is responsible for aligning business objectives with employees and management in designated business units. This role formulates partnerships across the HR function to ...

Addison Group

HR Business Partner

San Antonio, TX · On-site

$34 - $37/hr

The HR Business Partner serves as a trusted advisor to managers and employees, providing strategic and day-to-day human resources support. This role partners closely with operational leaders to ...

ATI

HR Business Partner

Cudahy, WI · On-site

As a Human Resources Business Partner, you will lead HR initiatives within the Operations Team, focusing on fostering a harmonious and productive work environment. Leveraging your expertise, you will ...

Brewer Science, Inc.

HR Business Partner

Dayton, OH · On-site

The HR Business Partner (HRBP) is responsible for aligning business objectives with employees and management in designated business units. This role formulates partnerships across the HR function to ...

KBR

Human Resources Business Partner

El Segundo, CA · Hybrid

Human Resources Business Partner Belong. Connect. Grow. with KBR! KBR's National Security Solutions team provides high-end engineering and advanced technology solutions to our customers in the ...

Nbutexas

Human Resources Business Partner

Portland, OR · On-site

$72.25 - $99.25/hr

A growing, multi-location organization is seeking an experienced Human Resources Business Partner (HRBP) to support operational leaders across multiple locations. This hybrid role is based in the ...

Next Gen Alloys

HR Business Partner

Cudahy, WI · On-site

As a Human Resources Business Partner, you will lead HR initiatives within the Operations Team, focusing on fostering a harmonious and productive work environment. Leveraging your expertise, you will ...

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Human Resources Business Partner information

See salary details

$43.5K

$90.5K

$140.5K

How much do human resources business partner jobs pay per year?

As of Aug 22, 2026, the average yearly pay for human resources business 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 is a human resources business partner?

A Human Resources Business Partner (HRBP) is a strategic role within the HR department that works closely with business leaders and managers to align human resources practices with organizational goals. HRBPs provide guidance on HR issues such as talent management, employee relations, performance management, and organizational development. Unlike traditional HR roles, HRBPs are involved in shaping business strategy and ensuring that HR initiatives support the overall direction of the company. They act as consultants to management on human resource-related issues and help drive change throughout the organization.

What does a human resources business partner do?

A Human Resources Business Partner (HRBP) consults on human resources best practices for several departments within an organization. They learn the ins and outs of their assigned area, including departmental goals, staff conflicts, and the nuances of the workplace culture. HRBPs sometimes assist with recruiting, hiring, and training. Ultimately, their position guides leadership on key human resources decisions. The Human Resources Business Partner investigates workplace complaints and helps enforce labor regulations. They ensure that their company is compliant with all federal workforce laws. Human Resources Business Partners seek ways to make the workplace better while meeting the company’s financial goals. They listen to and network with all levels of staff and seek creative ways to advance the organization.

How does a human resources business partner typically collaborate with department leaders to drive organizational goals?

As a Human Resources Business Partner (HRBP), you will work closely with department leaders to align HR strategies with business objectives. This often involves participating in leadership meetings, advising on workforce planning, and providing guidance on talent management and employee relations. HRBPs act as consultants, helping managers address performance issues, develop high-potential employees, and implement organizational changes. Your role is highly collaborative, requiring strong communication skills and a deep understanding of both HR best practices and the unique needs of each department.

What are the key skills and qualifications needed to thrive as a human resources business partner, and why are they important?

To thrive as a Human Resources Business Partner, you need a solid background in HR practices, employment law, strategic planning, and a relevant degree or certification such as SHRM-CP or PHR. Familiarity with HRIS systems, talent management platforms, and data analytics tools is typically required. Exceptional interpersonal skills, business acumen, and the ability to influence and build relationships across all organizational levels set top performers apart. These skills are crucial for aligning HR strategies with business objectives and driving organizational success.

What is the difference between Human Resources Business Partner vs HR Generalist?

AspectHuman Resources Business PartnerHR Generalist
CredentialsBachelor’s degree in HR or related field; often certifications like SHRM-CP or PHRBachelor’s degree in HR or related field; certifications like SHRM-CP or PHR are common
Work EnvironmentStrategic partner working closely with leadership to align HR with business goalsOperational role handling day-to-day HR functions across departments
Employer & Industry UsageUsed in corporate settings across various industries, focusing on strategic HR initiativesCommon in organizations of all sizes, managing broad HR responsibilities

The main difference is that Human Resources Business Partners focus on strategic alignment and partnering with leadership, while HR Generalists handle daily HR operations. Both roles require similar credentials and are vital in different organizational contexts.

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Human Resources Business Partner jobs near you
Infographic showing various Human Resources Business Partner 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 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $90,492 per year, or $43.5 per hour.

Human Resources Business Partner

County Materials Corporation

Thompson, OH • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted 3 days ago

County Materials Corporation rating

7.9

Company rating: 7.9 out of 10

Based on 21 frontline employees who took The Breakroom Quiz

Job description

The County Materials Family of Companies manufactures and delivers concrete construction products to meet the demand for growing communities. Since 1946, we've relied on our talented and dedicated team members to provide reliable products with personalized service.
We're hiring a Human Resources Business Partner to join County Materials in Thompson, Ohio
Job Summary:
The Human Resources Business Partner (HR Business Partner / HRBP) serves as a strategic advisor to business leaders, aligning human resources strategies with organizational and site-level business goals. This role partners closely with leadership and employees to drive talent management, employee engagement, organizational effectiveness, and workforce performance.
The HRBP provides expert guidance across employee relations, recruiting, performance management, labor relations, compliance, and change management, ensuring adherence to employment laws and company policies. By leveraging HR analytics, business insight, and HR best practices, the HR Business Partner delivers scalable people solutions that support operational excellence and sustainable business growth while fostering a positive, inclusive, and high-performing workplace culture.
Job Duties & Responsibilities:
  • Design and implement HR strategies, guidelines, and procedures aligned with corporate HR policies to support short- and long-term business objectives
  • Serve as a trusted advisor to site and business leaders on workforce planning, leadership effectiveness, organizational design, and change management
  • Partner with the Talent Acquisition team to manage end-to-end recruiting processes, including workforce need assessment, organizational design review, job postings, hiring events, interviews, selection, and offers
  • Interview and support the selection of salaried and key personnel while ensuring compliant, consistent hiring practices
  • Provide leadership coaching and HR guidance to managers on employee relations matters, investigations, corrective actions, and conflict resolution
  • Support the creation of a high-engagement, high-productivity work environment through proactive coaching and employee relations assessments
  • Promote positive employee relations to minimize risk of collective bargaining activity
  • Support wage and compensation administration in line with corporate compensation frameworks
  • Act as the local HR point of contact for employee benefits, investigations, safety-related HR matters, and policy interpretation
  • Ensure compliance with all applicable local, state/provincial, and federal labor laws
  • Provide consistent interpretation and application of employment legislation and company policies across the site
  • Lead and support initiatives related to organizational design, workforce effectiveness, performance management, succession planning, and competency development
  • Champion a culture of continuous improvement and operational excellence through HR-focused initiatives
  • Maintain accurate HR records and compile reports related to hires, transfers, performance evaluations, attendance, and other workforce metrics
  • Leverage HR data and analytics to identify trends, risks, and opportunities for improvement
  • Promote company values, ethics, and culture through HR programs and leader partnership
  • Perform other duties and HR projects as assigned

COUNTY Core Competencies: The expected behaviors of all COUNTY team members that align with Our Values and Our Commitments:
  • Integrity & Organizational Awareness Customer First Focus
  • Results Driven Orientation
  • Teamwork, Safety & Collaboration
  • Problem Solving & Decision Making
  • Creativity & Innovation

Job-Based Competencies:
  • Business Strategy
  • Employee Relationship Management
  • Employment Law
  • Workforce Planning
  • Training & Development
  • Leadership Development
  • Succession Planning
  • HR Operations
  • Organizational Change Management
  • Resource Management
  • Consultation
  • Communication
  • Leadership
  • Conflict Resolution
  • Confidentiality
  • Critical Thinking

Experience & Qualifications:
  • Bachelor's degree in Human Resources, Business Administration, Organizational Management, or a closely related field
  • Minimum of four (4) years of human resources experience in a manufacturing, industrial, or plant-based environment
  • Strong working knowledge of all core Human Resources functions, including employee relations, performance management, talent acquisition, compensation, benefits, and HR compliance
  • In-depth understanding of employment law, labor laws, and regulatory compliance at the local, state/provincial, and federal levels
  • Demonstrated experience creating and sustaining collaborative, positive, and effective employee relations in fast-paced or union-sensitive environments
  • Proven track record of successfully supporting organizational change initiatives, transformation efforts, and continuous improvement programs
  • Strong ability to partner with business leaders and managers to align HR strategies with operational and business objectives
  • Ability to identify, analyze, and resolve organizational and individual performance issues using innovative, data-driven, and people-focused solutions
  • Experience with HRIS timekeeping systems or similar workforce management tools; participation in system implementations or upgrades strongly preferred
  • Ability to provide effective HR guidance and consultation at all organizational levels, from frontline employees to senior leadership
  • Excellent verbal and written communication skills, with the ability to communicate clearly, succinctly, and persuasively across diverse audiences
  • Comprehensive knowledge of HR best practices, tools, and methodologies gained through progressive experience and professional development
  • Ability and willingness to travel up to 30%, with travel demands varying based on assigned locations and business needs

Work Environment:
  • Work is typically performed in indoors in an office or inside of a plant.
  • Exposure may include: Moderate noise
  • Travel required: 30%
  • Typical work hours/shifts: Full-time, 40+ hours a week generally 7am-4pm onsite.

Physical & Work Expectations:
An individual in this position must be able to successfully perform the essential duties and responsibilities listed above. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions of this position.
  • Frequent standing, walking, bending, reaching, or handling materials/equipment.
  • Occasional climbing, kneeling, crawling, or lifting/moving up to 25 pounds.
  • Ability to concentrate, follow detailed instructions, communicate effectively, and safely perform job duties.
  • May require the operation of specific tools, equipment, or vehicles associated with the position.

The County Materials Family of Companies connects candidates with rewarding careers in concrete manufacturing, an industry that's growing faster than most. We work alongside individuals to leverage their skills and align them with diverse job opportunities in production, transportation, safety, finance, human resources, information technology, marketing, risk management, and more.
Military service members and veterans are encouraged to apply.
Benefits Overview:
Central Processing Corporation is the payroll and benefit service of the County Materials Family of Companies.
  • Health, dental and vision insurance
  • Paid Short-term & Long-term disability
  • 401(k) match
  • 8 Paid holidays
  • Paid Time Off
  • Referral rewards program
  • Wellness program with rewards
  • Flexible Savings Options
  • Employee Assistance Program
  • Paid Life Insurance
  • $200 Boot Allowance
  • Safety focused: GUARD for Life
  • Voluntary critical illness & accident insurance
  • Optional Uniform Program

English: https://hub.countymaterials.com/hubfs/Benefits.pdf
Spanish: https://hub.countymaterials.com/hubfs/Benefits-Spanish.pdf
County Materials Family of Companies is an EEO/Affirmative Action Employer; all qualified applicants will receive consideration for employment without regard to any characteristic prohibited by federal, state and/or local laws.
We participate in E-Verify to confirm employment eligibility for all new hires.

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