Human Capital Business Partner II

Human Capital Business Partner IIThe Human Capital Business Partner II (HCBP II) provides mid-level human capital support and consultation to managers and employees. This role partners with leaders to support performance management, employee relations, compliance, and engagement initiatives. The HCBP II manages moderate employee and labor relations matters, supports workforce planning activities, and contributes to change initiatives under the guidance of senior Human Capital leadership. The HCBP II: Builds effective working relationships with managers and employees, serving as a trusted Human Capital partner. Provides guidance to managers on day-to-day people management matters, including performance, attendance, and policy application. Supports department-level workforce planning, talent initiatives, and succession planning activities. The HCBP II: Manages moderate-complexity employee and labor relations cases, including investigations, corrective action, and grievance support. Supports labor relations activities in a unionized environment, escalating complex matters as appropriate. Assists with grievance handling and ensures adherence to contractual timelines and processes. The HCBP II: Conducts workplace investigations for mid-level matters in accordance with policy, CBAs, and legal requirements. Provides guidance on employment and labor law compliance, escalating higher-risk issues as needed. Supports audits and compliance initiatives. The HCBP II: Supports managers with performance management processes, including feedback, documentation, and improvement plans. Coaches managers on effective communication, accountability, and employee development. The HCBP II: Supports engagement initiatives and department-level change efforts. Assists leaders and employees through transitions, reorganizations, and process changes. Reinforces inclusive and equitable practices in partnership with broader People Services initiatives. The HCBP II: Partners with other People Services team members to deliver a consistent employee experience. Analyzes trends and contributes to recommendations for improving people programs and processes. Completes mandatory compliance training in accordance with established deadlines. Performs other duties as assigned. The position performs duties specific to the position and other functions as assigned. Role competencies/skills: Attention to Detail Collaboration & Communication Diversity & Inclusion Execution & Ownership Time Management Employee Relations Compliance Risk Management Consulting Process Improvement Managing Complexity Systems Thinking Environment, physical & mental activities: The incumbent is in a non-confined office-type setting in which they are free to move about at will. It may include some minor annoyances such as noise, odors, drafts, etc. For Hybrid and Remote roles, work may also be performed away from BSB worksites depending on the position and requirements. For Hybrid/Remote work, employees are required to have an environment when working at home that has a dependable, high-speed internet connection and environment conducive to frequent phone or internet calls where private, confidential or other information is not visible, able to be overheard, or physically or electronically accessible to anyone else. The incumbent in the course of performing this position spends time writing, typing, speaking, listening, lifting (up to 10 pounds), driving, carrying, seeing (such as close, color and peripheral vision, depth perception and adjusted focus), sitting, pulling, walking, standing, squatting, kneeling and reaching. The incumbent for this position may operate any or all of the following: personal computer, cellular telephone, printer, fax, and other standard office equipment. The incumbent in this position must be able to accommodate reading documents or instruments, detailed work, problem solving, customer contact, reasoning, math, language, presentations, verbal and written communication, analytical reasoning, stress, multiple concurrent tasks and constant interruptions. The work environment characteristics, physical and mental demands described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Position requirements: Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent combination of education and experience 4-6 years of progressive human resources experience with employee relations responsibilities Experience supporting managers in a unionized or highly regulated environment Experience conducting workplace investigations and supporting corrective action processes Working knowledge of employment and labor laws Experience supporting labor relations activities, including grievance handling Professional certification (PHR, SHRM?CP, or equivalent) Experience supporting organizational change initiatives Multi-state HR experience Demonstrated experience partnering with mid-level leaders