Human Resources Business Partner

RightPro Staffing; Connecticut; Hybrid; USD 75,000 - 110,000; Full time

Job summary

RightPro Staffing seeks a Human Resources Business Partner to act as the primary liaison and strategic advisor across client groups in a large, matrixed organization. Reporting to the HR Director, this hands-on generalist partners with directors, managers, and staff to address complex employee relations and labor matters.

The role emphasizes ER/IR expertise, leadership coaching, and proactive problem solving, with on-site onboarding and a transition to a hybrid schedule (3 days on-site / 2 days

Qualifications

• 5-7+ years of progressive HR Generalist/HRBP experience in a large-scale enterprise (500+ employees).
• Strong track record in advanced employee relations; labor relations/union contract mgmt is a plus.
• Multitask, adapt to fast-paced environments, and act as a hands-on partner.
• Outstanding interpersonal skills with ability to influence leaders from supervisors to executives.
• Open to diverse industries and flexible work model; on-site onboarding with hybrid transition.

Responsibilities

• Act as the primary operational link between client units and centralized HR Centers of Excellence.
• Conduct advanced employee and labor relations investigations and manage union contracts where applicable.
• Coach and develop frontline and mid-level leaders; guide corrective actions and leadership training.
• Resolve HR challenges as the single point of contact with a proactive, problem-solving approach.
• Support culture and engagement initiatives to improve retention and morale.

Skills

HR Generalist

Employee Relations

Labor Relations

Coaching & Development

HRIS

Education

Bachelor's degree in HR

Tools

HRIS

Payroll systems

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).