Human Resources Business Partner

RightPro Staffing; Connecticut; Hybrid; USD 90,000 - 140,000; Full time

Job summary

RightPro Staffing is seeking an HR Business Partner to serve as the strategic face of HR for client groups within a large, matrixed organization. The role reports to the HR Director and operates as a hands-on generalist and trusted advisor to directors, managers, and staff.

The HRBP will lead employee and labor relations, guide compensation and benefits inquiries, and partner on talent acquisition and HRIS workflows.

Qualifications

• 5–7+ years of HR Generalist/HRBP experience in a large-scale, matrixed enterprise (500+ employees).
• Strong employee relations and labor relations experience; union contract management is a plus.
• Ability to multitask, switch gears, and stay hands-on.
• Excellent interpersonal skills with ability to influence across levels.
• Open to diverse industries (healthcare, manufacturing, higher ed, retail/logistics, or large corporate services).
• Full-time with on-site onboarding and transition to a 3 days on-site / 2 days remote hybrid model.

Responsibilities

• Serve as the primary operational link between client units and centralized HR COEs—guiding leaders on compensation alignment, benefits inquiries, talent acquisition initiatives, and HRIS workflows.
• Conduct advanced employee relations and labor investigations; manage union contracts and grievances.
• Coach and develop frontline and mid-level leaders on leadership, corrective actions, and conflict resolution.
• Drive change initiatives to improve retention and morale across shifts and locations.
• Build cross-functional credibility and support organizational change initiatives to meet business needs.

Skills

HR Generalist

Employee Relations

Labor Relations

Multitasking

Influence & Communication

HRIS

Tools

HRIS

Job description

The Human Resources Business Partner (HRBP) serves as the primary liaison and strategic "face of HR" for dedicated client groups across a large, matrixed organization. Reporting directly to the HR Director, this high-visibility role operates as a hands-on generalist and trusted advisor to directors, frontline managers, and staff. The ideal candidate thrives in a fast-paced environment, excels at multitasking across complex employee relations and labor matters, and acts as a right-hand partner across all HR disciplines.

Key Responsibilities

• Full-Spectrum HR Liaison: Acts as the primary operational link between client units and centralized HR Centers of Excellence—guiding leaders on compensation alignment, benefits inquiries, talent acquisition initiatives, and HRIS workflows.
• Advanced Employee Relations & Labor Relations: Conducts thorough, objective investigations for complex employee relations and labor disputes. Manages collective bargaining provisions, grievance procedures, and proactive labor strategies across unionized employee populations (~60% union density).
• Managerial Coaching & Development: Partners closely with frontline and mid-level leaders to upskill management capabilities, coach through corrective actions, and train newer supervisors on effective leadership and conflict resolution.
• Dynamic Problem Solving & Execution: Navigates rapidly changing daily priorities with a high-energy, "figure-it-out" mentality, stepping in to solve operational HR challenges as the single point of contact.
• Culture & Engagement Building: Facilitates focus groups, builds cross-functional credibility across all shift levels, and supports organizational change initiatives to increase workforce retention and morale.

Requirements

• Experience: Minimum 5–7+ years of progressive HR Generalist/HRBP experience in a large-scale, matrixed enterprise, 500+ employee scope.
• Employee Relations Expertise/Labor Relations: Strong track record in advanced employee relations is required. Labor relations/union contract management is a plus. Candidates with heavy ER background from non-union corporate settings or large-scale operational environments will also be considered.
• Mindset & Pace: Exceptional ability to multitask, switch gears seamlessly, and maintain a hands-on "doer" approach rather than a purely administrative focus.
• Influence & Communication: Outstanding interpersonal skills with proven capability to earn trust, build credibility, and influence leaders ranging from frontline supervisors to senior executives.
• Industry Background: Open to diverse enterprise industries (e.g., healthcare, manufacturing, higher education, retail/logistics, or large corporate services).
• Work Model & Schedule: Full-time, standard business hours with flexibility required for operational priorities. On-site requirement during initial onboarding, transitioning to a flexible hybrid model (3 days on-site / 2 days remote).