Human Resources Business Partner

Brasfield & Gorrie; Nashville (TN); On-site; USD 90,000 - 130,000; Full time

Job summary

Brasfield & Gorrie is seeking an experienced HR Business Partner in Nashville to be the first point of contact for assigned departments. You will build relationships with leaders, anticipate people needs, and deliver practical HR solutions across employee relations, workforce planning, performance management, compensation, retention, and development.

You will partner with HR leadership on Talent Management initiatives, lead at least one project, and coach leaders on engagement and development.

Qualifications

• Bachelor’s degree or higher in HR Management or related field.
• 10 years HR experience, with 2–4 years in a similar HRBP role.
• Knowledge of HR practices, policies, and procedures (compensation, employee relations, talent management).
• Knowledge of HRIS systems.
• Subject matter expertise in at least one talent management area.
• Excellent verbal and written communication skills.
• Proven ability to establish and maintain strong working relationships.
• Strong problem-solving and listening skills, with a customer service mindset.
• Ability to multi-task, meet deadlines, and achieve results.

Responsibilities

• Partner with HR leadership to execute strategic initiatives and lead projects.
• Develop relationships with department leaders and employees.
• Provide consultative people solutions on performance, development, and engagement.
• Guide managers on promotions, reviews, and talent development.
• Monitor employee engagement and retention trends; recommend improvements.
• Lead exit interviews and share trends with the HRBP team.
• Support department restructures and succession planning for talent placement.
• Facilitate talent reviews aligned with company growth and action item follow-up.
• Identify training needs and liaise with Learning and Development.
• Coach leaders on engagement and leadership practices; advise on title matrices and forecasting.

Skills

Verbal and written communication

Relationship building

Problem-solving

Multi-tasking

HR practices knowledge

HRIS systems knowledge

Talent management expertise

Education

Bachelor’s degree or higher in HR Management or related field

Job description

Responsibilities

Great buildings start with great teams. Help us build them.

Our projects succeed because of the teams behind them. The HR Business Partner works alongside department and divisionleaders to make sure those teams are staffed, supported, and set up to grow. This role is both hands‑on and strategic. You'll knowthe business well enough to anticipate what leaders need, and you'll bring practical people solutions in employee relations, workforce planning, performance management, compensation, retention, and development.

The Role

As an HR Business Partner, you'll be the first point of contact for the departments or region you serve. You'll build relationships with leaders and employees, learn how their teams work, and take a consultative approach to the people questions that come up along the way. You'll also partner with the HR leadership team on the Talent Management team's annual strategic initiatives, and help lead at least one of those projects.

HOW YOU'LL BUILD SUCCESS

In this role, you'll help build success by:

• Partnering with the HR leadership team to execute strategic initiatives for the Talent Management team, and helping lead at least one project tied to the team's annual priorities.
• Developing and strengthening relationships with department and division leadership and employees in your assigned departments or region.
• Building a working knowledge of the business and taking a consultative approach with your teams: anticipating needs, assessing them, and offering creative HR solutions, especially around people strategy.
• Serving as the first point of contact for employee relations issues within your assigned departments or region.
• Providing guidance on promotions, performance management, and talent development, and helping managers prepare for performance reviews.
• Keeping a strong pulse on employee engagement, analyzing trends and metrics from employee exits, and recommending ways to improve retention.
• Conducting exit interviews and discussing the trends you see with the HRBP team.
• Helping managers carry out people strategy, including guidance on department or division restructuring and succession planning, so the right talent is in the right role at the right time.
• Facilitating the talent review process for your teams, aligning it with the company's growth, and following up with managers to make sure action items are completed.
• Identifying training needs and serving as the liaison between your departments and the Learning and Development team.
• Advising and coaching leaders on positive ways to engage, lead, and develop their teams.
• Partnering with department leadership to review or create title matrices that give employees a clear growth path.
• Identifying recruiting needs and helping managers build hiring timelines through people forecasting.

WHO THRIVES HERE

People who do well in this role tend to be:

• Service-minded, with a passion for people and a customer service approach to the managers and employees they support.
• Consultative by nature, with a curiosity and deep knowledge of the business. Good listeners with an understanding of what a leader is asking before they offer an answer.
• Practical problem solvers who can work through a sensitive employee issue or a restructuring question with the same steady approach.
• Relationship builders who earn credibility with leaders and employees across the company.
• Organized and reliable, comfortable managing multiple priorities and meeting deadlines.

Education - Skills - Knowledge - Qualifications & Experience

WHAT YOU'LL BRING TO THE TEAM

• Bachelor's degree or higher in Human Resource Management or a related field.
• 10 years of work experience in Human Resources, with 2 to 4 of those years in a similar HR Business Partner role.
• Working knowledge of HR practices, policies, and procedures, including compensation, employee relations, and talent management.
• Working knowledge of HRIS systems.
• Subject matter expertise in at least one talent management area.
• Excellent verbal and written communication skills.
• Proven ability to establish and maintain strong working relationships.
• Strong problem-solving and listening skills, with a customer service mindset.
• Ability to multi-task, meet established deadlines, and achieve desired results.