People & Culture Business Partner

Job description

People & Culture Business Partner is a strategic and operational partner to leaders and managers across the U.S. business, delivering high-quality, commercially focused, and legally compliant people support.

Operating within a global People & Culture function, this role provides end-to-end generalist HR support across the employee lifecycle, balancing strong operational execution with trusted advisory partnership. The People & Culture Business Partner plays a critical role in enabling business performance by embedding effective people practices, supporting organizational change, mitigating people-related risk, and ensuring a consistent, positive employee experience in a regulated environment.

As a trusted advisor, the People & Culture Business Partner coaches and influences leaders at multiple levels, maintains high standards across core HR activity, and contributes to the continuous improvement of HR processes, systems, and ways of working.

Job requirements

• Bachelor’s degree in human resources, Business Administration, or a related field; PHR, SPHR, SHRM-CP, or SHRM-SCP preferred or equivalent experience
• Significant experience delivering generalist HR support in a fast-paced, commercial, and preferably regulated environment
• Strong working knowledge of U.S. employment law (federal and multi-state); international HR exposure is an advantage
• Proven ability to manage day-to-day HR operations independently while balancing multiple priorities
• Commercially minded with the ability to assess risk, apply sound judgment, and implement practical solutions
• Confident using HRIS platforms and people data to inform decision-making and improve outcomes

Job responsibilities

• Provide comprehensive day-to-day HR support to people managers and stakeholders through the consistent application of HR policies, procedures, and programs
• Act as a trusted advisor to managers, delivering pragmatic, risk-aware, and commercially sound guidance on performance management, conduct, attendance, wellbeing, and employee relations matters
• Build manager capability through coaching and real-time guidance, strengthening people leadership and decision-making
• Partner with managers to manage employee relations matters effectively, including performance improvement, disciplinary action, grievances, and investigations
• Ensure compliance with U.S. federal, state, and local employment laws, supporting fair, consistent, and legally defensible outcomes
• Maintain accurate employee records, documentation, and case management to support audit readiness and risk mitigation
• Support and coach leaders through organizational change initiatives, ensuring a consistent, equitable, and engaging employee experience
• Provide advisory and hands-on support for organizational design, restructures, role changes, and workforce transitions
• Partner with leaders on short-, medium-, and long-term resourcing needs, including workforce planning, succession planning, and talent development
• Support recruitment, selection, onboarding, and internal mobility activities to ensure high-quality hiring and effective integration of new employees
• Partner with Learning, Talent, and Reward colleagues to support development, performance cycles, pay reviews, and recognition programs
• Contribute to retention strategies by identifying trends, risks, and opportunities through people data and manager insight
• Maintain high standards of data integrity across HR systems, ensuring accuracy, confidentiality, and compliance
• Collaborate closely across the People & Culture team to share knowledge, ensure seamless handovers, and deliver consistent service
• Identify and implement opportunities to improve efficiency, consistency, and employee experience within core HR processes