HR Business Partner

UKG; Chesapeake (VA); In loco; USD 96.000 - 134.000; Tempo pieno

Descrizione del lavoro

UKG is seeking an HR Business Partner to execute the people strategy within assigned areas. You will guide orientation, training, leadership development, coaching, workforce planning, performance, change management, adoption of processes and tools, and employee engagement to mitigate regulatory risk.

You will collaborate with the People Division to deliver value-added services such as talent acquisition, total rewards, employee relations, learning, HRIS, and people analytics.

Competenze

• Bachelor's degree in HR or related field required.
• Five years of HR experience with strategic involvement in organizational structure, workforce planning, and employee relations.
• Professional certification preferred.

Mansioni

• Identify development needs across the organization and facilitate courses to achieve objectives.
• Coach leaders to foster a positive work environment aligned with culture.
• Advise on organizational structure, team effectiveness, and succession planning.
• Analyze trends with People Division to develop programs and policies.
• Plan and implement projects delivering on the people strategy including timelines, milestones, and budgets.
• Drive adoption of new processes and tools with leaders.

Conoscenze

Leadership development

Workforce planning

Employee relations

Talent management

Coaching

Organizational culture

Policy development

Change management

Succession planning

Employee engagement

Formazione

Bachelor's degree in Human Resources

Professional certification

Strumenti

HRIS

People analytics

Descrizione del lavoro

Job Category: Administrative Professional

Requisition Number: HRBUS003795

• Posted : October 11, 2026
• Full-Time
• On-site

Locations

Showing 1 location

Chesapeake, VA 23320, USA

• Pay or shift range: $96,000 USD to $134,000 USD
  The estimated salary range is provided in accordance with Virginia Pay Transparency requirements. Final salary offers are calculated based on job-related factors, including education, experience, location, shift, skills, specialties, and/or other relevant qualifications or criteria.

Description

Summary

The HR Business Partner ensures effective execution of the organization’s people strategy within their assigned areas. Responsibilities include orientation and training, leadership development, coaching, workforce planning, performance, change management, successful adoption of new processes and tools, workforce engagement and retention, positive employee relations, and mitigation of risk associated with employment-related regulations and accreditation requirements. Collaborates with People Division colleagues to develop and deploy value-added services in support of the organization’s growth, performance, and goal achievement.

Key Responsibilities

• Identify functional, technical, and leadership development needs across the organization’s workforce, develop/facilitate courses, and monitor to ensure objectives are achieved.
• Coach organizational leaders toward fostering a positive work environment in alignment with the organization’s culture.
• Advise leaders on topics such as organizational structure, team effectiveness, productivity, talent management, succession planning, performance improvement, development plans, reorganizations, employee engagement, and retention.
• Analyze trends and metrics in partnership with People Division colleagues and organizational leaders to develop solutions, programs, and policies.
• Facilitate position control and labor committee activities by benchmarking the organization’s labor productivity and expense, analyzing data, reporting on utilization of contract labor, supplemental resources, and budgeted FTE against target performance.
• Plans and implements a variety of projects and initiatives to deliver on the organization’s people strategy; develops and monitors timelines, milestones, communication, resources, and budget to ensure project success.
• Partner with People Division colleagues and organizational leaders to strategically drive adoption of new processes and tools.
• Employ a deep and broad understanding of employment-related regulations, policies and accreditation requirements to mitigate risk to the organization.
• Establish effective partnerships within the People Division to deliver value-added services throughout the organization (e.g., talent acquisition, total rewards, employee relations, learning & development, workforce services, HRIS, people analytics, etc.) to successfully execute on the people strategy.
• Partner with employee relations colleagues to ensure effective investigations and personally resolves complex and/or high visibility employee relations matters.
• Performs other related duties as assigned.

Qualifications

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Minimum Required Education: Bachelor's degree in human resources or related field required. An additional four (4) years of strategic human resources experience may be considered in lieu of a bachelor's degree.

Experience: Five (5) years of experience in Human Resources required, with at least three (3) years of strategic involvement in organizational structure & performance, short & long-term workforce planning, DEIB, policy development, regulatory interpretation & guidance, leadership coaching & development, employee relations, total rewards, organizational culture, and workforce engagement & retention.

Professional certification preferred.

Qualifications

Education

Required

Bachelors or better in Human Resource Administration or related field.

Experience

Required

5 years:

5 years:Progressively increasing responsibility in Human Resources with at least three (3) years of strategic involvement in organizational structure & performance, short & long-term workforce planning, DEIB, policy development, regulatory interpretation & guidance, leadership coaching & development, employee relations, total rewards, organizational culture, and workforce engagement & retention.

Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws.For further information, please review the Know Your Rights notice from the Department of Labor.