HR Business Partner

HR Business Partner

The HR Business Partner (HRBP) will serve as a trusted advisor to business leaders, providing both hands-on HR support and strategic guidance. This role is ideal for a seasoned HR professional who can balance tactical execution with strategic foresight, helping the organization scale, mature, and achieve its growth ambitions.

In a fast-paced and evolving environment, the HRBP must be nimble, resilient, and pragmatic—capable of thriving in ambiguity and shifting priorities. The HRBP will act as a connector between employees, managers, HR Operations, and Centers of Excellence (CoEs), ensuring employee insights and business needs inform HR solutions and service delivery. This individual will play a critical role in driving cultural alignment, manager capability, and employee engagement, while maintaining a hands-on, "roll up your sleeves" approach.

Key responsibilities include:

• Partner with managers and leaders to align HR strategies with business goals.
• Provide coaching and guidance to leaders on performance, development, and organizational effectiveness.
• Support organizational design and workforce planning initiatives that enable scalability and maturity.
• Influence leadership decisions by bringing employee and business insights to the table.
• Manage and resolve employee relations matters, escalating as needed.
• Ensure fair, consistent, and compliant application of policies across the business.
• Identify ER trends and recommend proactive solutions.
• Support execution of HR programs such as onboarding, performance management, and annual talent reviews.
• Provide tools and coaching to managers to ensure effective program delivery.
• Collaborate with HR Ops and CoEs to ensure smooth execution of core HR processes.
• Gather employee and manager feedback through ER cases, HR programs, and daily interactions.
• Share insights with HR Ops and CoEs to enhance HR services, policies, and programs.
• Partner with HR Ops to ensure employees receive accurate and timely support via established channels.
• Act as a change partner, helping employees and leaders navigate organizational transitions.
• Champion company culture, values, and behaviors through engagement with managers and employees.
• Promote inclusion, agility, and accountability in day-to-day people practices.

Qualifications include:

• 7–10 years of progressive HR experience, ideally in a generalist or HRBP capacity.
• Strong foundation in employee relations, policy application, and HR program delivery.
• Proven ability to operate in fast-paced, high-change environments with limited structure.
• Strong coaching, facilitation, and relationship-building skills with leaders at all levels.
• Ability to balance tactical execution with strategic thinking.
• Excellent problem-solving and influencing skills; thrives in ambiguity and organizational growth phases.
• Bilingual in Spanish and English highly preferred.

Fluence is an equal opportunity employer and fully subscribes to the principles of Equal Employment Opportunity to ensure that all applicants and employees are considered for hire, promotion, and job status without regard to race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, marital or familial status.