We are seeking a skilled and collaborative HR Business Partner (HRBP) to join our People team. In this role, you will serve as a strategic advisor to business leaders, managing the full employee lifecycle while delivering expert guidance on HR policies, employee relations, and workforce planning. A key differentiator for this role is hands-on experience supporting employee immigration and visa processes, making you a critical resource for our globally diverse workforce.
HR Business Partnering
- Act as a trusted advisor to business units, aligning HR strategies with organizational goals
- Provide coaching and guidance to leaders on performance management, team dynamics, and employee development
- Analyze HR metrics and trends to proactively identify issues and recommend solutions
- Use data to influence decisions
Employee Relations & Problem Solving
- Conduct thorough and objective investigations into workplace complaints or policy violations
- Ensure consistent application of company policies and compliance with federal, state, and local employment laws
- Support and facilitate disciplinary processes, PIPs, and terminations in partnership with legal and management
- Conflict Resolution between employees or teams
Immigration & Visa Support
- Serve as the internal subject matter expert on employment-based immigration matters (H-1B, L-1, O-1, TN, green card sponsorship, etc.)
- Coordinate with outside immigration counsel to manage visa petitions, extensions, transfers, and renewals
- Maintain accurate immigration case tracking and ensure timely filing of all required documentation
- Advise employees and managers on visa status, work authorization timelines, and compliance obligations
- Educate HR team and hiring managers on I-9 compliance and employment eligibility verification best practices
- Stay current on USCIS policy updates, regulatory changes, and immigration trends impacting the workforce
Organizational Development & Support
- Drive onboarding effectiveness and new hire integration programs
- Identify learning and development needs and work with L&D to close skill gaps
- Contribute to succession planning, career pathing, and retention strategies
- Guide Performance reviews and calibration
- Support the integration of tools
- Help leaders communicate changes effectively
- Support the people side of transitions
Programs & Projects
- Lead or contribute to HR initiatives such as engagement surveys, compensation reviews, and policy updates
- Support annual processes including performance reviews, compensation planning, and benefits open enrollment
- Collaborate cross-functionally with Legal, Finance, and Operations on people-related programs