HR Business Partner

TMEIC

. Develop and execute people strategies aligned with business objectives .

Posted 11/11/2026full-timeRoanoke • Virginia • United StatesSeniorLead💰 $116,800 - $175,200 per yearWebsite

Core Competencies

Role fit

Core Competencies

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Demonstrates expertise in developing and executing people strategies aligned with business objectives, while effectively managing organizational design, talent strategies, and employee engagement. Proficient in analyzing workforce data and trends to provide actionable recommendations that enhance productivity and business performance.

Highest-signal resume keywords

Human Resources ExperienceOrganizational DesignEmployee Engagement StrategiesWorkforce PlanningChange Management

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

Employee Lifecycle ProcessesHR Operational PoliciesWorkforce Data AnalysisTalent Acquisition StrategiesSuccession PlanningPerformance ManagementConflict ResolutionRegulatory ComplianceProgram DevelopmentContinuous Improvement

Soft Skills

Relationship ManagementInfluencing SkillsNegotiation SkillsAnalytical Problem-SolvingCommunication Skills

Tools & Technologies

Recruiting PlatformsMS OfficeNetworking Tools

Certifications & Qualifications

SPHRSHRM-SCPPHRSHRM-CPGPHR

Industry Keywords

HR Business PartnershipShared ServicesEmployee ServicesGlobal HR OperationsOrganizational Effectiveness

About the role

Key responsibilities & impact

Develop and execute people strategies aligned with business objectives
Partner with business leaders on organizational capability, workforce effectiveness, talent outcomes, and employee engagement
Advise leaders on organizational design, talent strategies, employee relations, workforce planning, and change management
Collaborate with HR Centers of Excellence and Shared Services to deliver integrated HR solutions and enterprise HR programs
Drive alignment, partnership, and accountability across HR functions under the 1HR model
Lead change management initiatives for organizational transformations, business initiatives, leadership changes, and workforce programs
Identify organizational effectiveness opportunities and recommend strategies to improve productivity, engagement, scalability, and business performance
Consult on workforce planning, succession planning, talent reviews, retention strategies, and critical talent risks
Build leadership capability and support consistent application of HR policies, programs, and practices
Analyze workforce data, trends, organizational insights, and people metrics; provide actionable recommendations
Coach leaders on employee relations, performance concerns, conflict resolution, and organizational challenges
Collaborate with Talent Acquisition on recruiting strategies, hiring plans, workforce forecasting, and staffing initiatives
Partner with Total Rewards on compensation, reward, and recognition initiatives
Develop and implement workforce policies, programs, and initiatives
Ensure compliance with employment laws, company policies, and regulatory requirements
Identify workforce trends, business challenges, and organizational risks; recommend proactive solutions
Champion employee engagement and culture initiatives aligned with company values and objectives
Provide consultative, administrative, and technical guidance on HR programs
Improve HR program methods, materials, and communications
Monitor and report human resource trends, best practices, and legislative changes to management
Fulfill general employee accountabilities, including collaboration, policy compliance, proactive improvement recommendations, and effective use of business tools and processes

Requirements

What you’ll need

Bachelor’s degree in HR, business, or related field, or equivalent via education and/or work experience
10 years’ human resources experience in HR business partnership, operations, shared services, or employee services corporate environments
Demonstrated experience with employee lifecycle processes
Demonstrated knowledge of applicable legislation and regulatory guidelines, and their impact on HR and other business processes
Demonstrated knowledge and application of HR operational policies, procedures, and practices
Demonstrated passion for excellence and taking initiative
Demonstrated skills in independent decision-making, influencing, negotiating, analytical and creative problem-solving, sound business judgment, and achieving results
Demonstrated success developing, implementing, measuring, and improving effective programs in an HR functional area
Working knowledge of recruiting platforms, technologies, and networking tools
Demonstrated relationship management skills and experience partnering with leaders to identify talent gaps, needs, risks, and action plans
Successful working relationships with clients, suppliers, and internal and external contacts
Successful personal leadership, interpersonal, organizational, administrative, and communication skills
Demonstrated continuous improvement in areas of responsibility
Proficiency in MS Office
Availability to travel domestically and internationally less than 10%
Preferred: 4 years’ experience with shared services or employee services in global HR operations
Preferred: Experience supporting diverse employee bases across multiple geographic locations
Preferred: Experience in global, high-growth engineering services organizations
Preferred: Experience in a business with foreign ownership, preferably Japanese
Preferred: Experience with Requisite Organization principles
Preferred: SPHR, SHRM-SCP, PHR, SHRM-CP, or GPHR