Human Resources Business Partner (HRBP)

The Opportunity

At Aeroflow Health, our people are at the center of everything we do. As a Human Resources Business Partner (HRBP), you will serve as a strategic partner and trusted advisor to business leaders, aligning human resources initiatives with organizational goals and business priorities. Supporting designated business units across our organization of 1,000+ employees, this role will collaborate closely with leadership to develop and execute people strategies that drive organizational effectiveness, strengthen employee engagement, develop talent, and support business growth.

The ideal candidate is a forward-thinking HR professional who can balance strategic planning with hands-on HR expertise, leverage workforce insights to influence business decisions, and proactively identify opportunities to improve the employee experience and organizational performance. Reporting to the HR Operations Manager, this individual will play an important role in shaping and executing HR strategies that support Aeroflow's mission, culture, and continued growth.

Your Primary Responsibilities

Strategic Business Partnership & Workforce Planning

• Serve as a strategic HR advisor to assigned business leaders, developing a deep understanding of departmental goals, operational challenges, and workforce needs.
• Partner with leadership to develop and execute people strategies that align with business objectives and support organizational growth.
• Proactively identify workforce trends, organizational challenges, and opportunities to improve team effectiveness and business performance.
• Utilize HR metrics, workforce data, and employee insights to identify trends, inform recommendations, and support data-driven leadership decisions.
• Create and pull reports to help drive data driven decision
• Partner with leaders on organizational design, workforce planning, role alignment, and succession planning initiatives.
• Coach and influence leaders across departments as well as within Human Resources on effective people management practices, leadership effectiveness, and organizational development.

Talent Management & Organizational Effectiveness

• Partner with leaders to identify data driven talent needs, strengthen talent pipelines, and support employee development and retention strategies
• Drive initiatives that enhance employee engagement, strengthen company culture, and improve the overall employee experience.
• Collaborate with Talent Acquisition and other HR partners to support strategic hiring, workforce planning, and talent development priorities.
• Guide leaders through performance management processes, goal setting, employee development, and performance improvement strategies.
• Identify opportunities to strengthen leadership capabilities, team performance, and organizational effectiveness.
• Support the development and implementation of HR programs and initiatives that promote employee growth, engagement, and retention.

Employee Relations & Risk Management

• Provide strategic guidance and consultation to leaders on complex employee relations matters, workplace concerns, investigations, and conflict resolution.
• Coach managers on performance-related challenges, corrective action, employee development, and appropriate disciplinary measures.
• Lead and support sensitive employee relations investigations, ensuring fair, consistent, and legally compliant outcomes.
• Partner with leadership to proactively address workplace concerns, mitigate organizational risk, and foster a positive and productive work environment.
• Oversee employee terminations and associated processes, ensuring consistency with company policies and applicable employment laws.
• Manage unemployment claims in partnership with external third-party providers.

HR Compliance & Employee Support

• Support the guidance and oversight for FMLA, ADA reasonable accommodations, and other applicable leave and accommodation processes.
• Maintain current knowledge of federal, state, and local employment laws and regulations, proactively identifying potential risks and recommending policy or process improvements.
• Partner with HR Operations to ensure accurate employee records, consistent HR practices, and effective execution of HR processes.
• Maintain confidentiality of sensitive employee and business information, including compliance with HIPAA and patient confidentiality requirements.
• Employee has an individual responsibility for knowledge of and compliance with laws, regulations, and policies. Compliance is a condition of employment and is considered an element of job performance.
• Support cross-functional HR initiatives and other strategic projects as organizational needs evolve.

Skills for Success

• Strategic mindset with the ability to connect people initiatives to broader business objectives.
• Strong business acumen and the ability to understand operational priorities and translate them into effective HR strategies.
• Exceptional relationship-building, communication, and influencing skills, with the ability to establish credibility with employees, managers, and executive leadership.
• Demonstrated ability to coach, advise, and influence leaders at all levels of the organization.
• Strong analytical and critical-thinking skills, including the ability to interpret workforce data and translate insights into actionable recommendations.
• Proactive problem-solving approach with the ability to anticipate challenges and develop thoughtful solutions.
• Ability to navigate complex employee relations matters with sound judgment, discretion, and professionalism.
• Strong organizational and project management skills with the ability to balance strategic priorities and day-to-day responsibilities.
• Adaptability and comfort working in a fast-paced, evolving organization.
• Passion for developing people, strengthening workplace culture, and driving organizational success.

Required Qualifications

• Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent professional experience.
• SHRM-SCP, SPHR, SHRM-CP, or PHR certification preferred.
• Minimum of 5 years of progressive HR experience, preferably in an HR Business Partner or strategic HR role.
• Demonstrated experience partnering with business leaders to develop and implement HR strategies aligned with organizational objectives.
• Proven ability to advise and coach leaders on workforce planning, organizational effectiveness, performance management, and talent development.
• Experience managing complex employee relations matters, investigations, and performance-related challenges.
• Working knowledge of employment laws and regulations, including FMLA, ADA, and other applicable federal, state, and local requirements.
• Experience utilizing HR metrics, reporting, and workforce analytics to identify trends and support business decisions.
• Demonstrated ability to lead HR initiatives and influence positive organizational change.
• Exceptional interpersonal, communication, and relationship-building skills.
• Ability to manage confidential and sensitive information with discretion and professionalism.
• Proficiency in HRIS systems and Microsoft Office Suite.