HR Business Partner (41703)
- Goodwill Industries of Central Florida, Inc.
- Orlando, Florida
- Full Time
Job DetailsLevel: ExperiencedJob Location: S Orange Blossom Trail Headquarters - Orlando, FL 32809Position Type: Full TimeEducation Level: 4 Year DegreeJob Shift: AnyJob Category: Human Resources
Summary
The HR Business Partner (HRBP) provides strategic, consultative support to assigned business units/sites, aligning people practices to operational goals. This role partners with assigned business units/sites to improve employee engagement, strengthen leadership capability, mitigate risk, and drive workforce readiness. The HRBP serves as a trusted advisor who leverages data, insights, and collaboration with HR centers of expertise (Talent Acquisition, Learning & Development, Total Rewards, and Compliance) to design and implement integrated solutions that enhance retention, development, and overall business performance.
Key Responsibilities
Time
Strategic Consultation & Partnership
30%
Serve as the primary HR advisor to assigned business units/sites.
Partner with leaders to identify workforce needs, assess organizational effectiveness, and align HR strategies with business priorities.
Provide coaching to leaders to strengthen management capability and build high performing, engaged teams.
Employee Relations & Risk Mitigation
20%
Lead investigations and resolve complex employee relations issues with a root-cause mindset.
Ensure consistent, fair, and legally compliant practices.
Anticipate risks and partner with Leadership to proactively address potential concerns.
Provide guidance on policy interpretation and conflict resolution.
Talent Management & Leadership Development
20%
Collaborate with Learning & Development to assess capability gaps and implement development solutions.
Partner with Talent Acquisition on workforce planning, succession planning, and leadership readiness.
Support leaders in conducting effective performance management conversations and building strong talent pipelines.
Engagement, Culture & Retention
20%
Partner with business leaders and L&D to analyze engagement data, identify themes, and implement targeted action plans.
Coach leaders on practices that foster trust, recognition, inclusion, and accountability.
Support organization-wide initiatives that promote Goodwill’s mission, values, and culture.
HR Analytics & Continuous Improvement
10%
Use data and workforce metrics (turnover, engagement, productivity) to influence decisions and measure the impact of HR interventions.
Recommend process improvements, new tools, and innovative practices to elevate the employee experience and improve business outcomes.
Scope Factors- Revenue, Assets, Budget, Profit/Loss, Supervisory
Consults with: Business unit leaders, supervisors, and employees across assigned departments/sites.
Partners with: HR Centers of Expertise (L&D, Talent Acquisition, Total Rewards, Compliance).
Influence: Workforce planning, organizational effectiveness, leadership capability, retention strategies, compliance risk mitigation.
Decision Authority: Recommends HR strategies, solutions, and policies; escalates critical issues to HR leadership.
Qualifications
Qualifications – Education & Experience
Bachelor’s degree in Human Resources, Business Administration, or related field required. Additional years of experience may be substituted for formal education.
6+ years of progressive HR experience, with at least 3 years in a consultative HRBP or strategic HR role.
Experience in employee relations, talent management, organizational effectiveness, and leadership coaching.
Strong knowledge of federal and Florida employment laws and HR best practices.
Qualifications – Other Skills, Abilities & Knowledge
Consultation & Coaching: Ability to build trust, influence leaders, and coach for performance.
Analytical Thinking: Skilled at using data to diagnose issues and drive evidence-based solutions.
Business Acumen: Understands financial drivers, operational priorities, and workforce implications.
Change Leadership: Ability to guide leaders and employees through organizational change.
Cultural Competence: Promotes inclusion, respect, and alignment with GICF’s mission and values.
Communication: Strong interpersonal, written, and presentation skills with ability to interact at all levels.
Physical Demands and Working Conditions
While performing the duties of this job the employee may be required to sit or stand for extended periods of time. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions of the job.
Work is typically performed in an climate-controlled environment.
Travel is primarily local to assigned sites within Central Florida during the business day
Schedule may vary depending on business needs, and may entail working outside of normal departmental operating hours
Licensing and Certification
Valid Florida Driver’s License with satisfactory driving record.
SHRM-CP/PHR preferred, SHRM-SCP/SPHR Strongly preferred
Summary
The HR Business Partner (HRBP) provides strategic, consultative support to assigned business units/sites, aligning people practices to operational goals. This role partners with assigned business units/sites to improve employee engagement, strengthen leadership capability, mitigate risk, and drive workforce readiness. The HRBP serves as a trusted advisor who leverages data, insights, and collaboration with HR centers of expertise (Talent Acquisition, Learning & Development, Total Rewards, and Compliance) to design and implement integrated solutions that enhance retention, development, and overall business performance.
Key Responsibilities
Time
Strategic Consultation & Partnership
30%
Serve as the primary HR advisor to assigned business units/sites.
Partner with leaders to identify workforce needs, assess organizational effectiveness, and align HR strategies with business priorities.
Provide coaching to leaders to strengthen management capability and build high performing, engaged teams.
Employee Relations & Risk Mitigation
20%
Lead investigations and resolve complex employee relations issues with a root-cause mindset.
Ensure consistent, fair, and legally compliant practices.
Anticipate risks and partner with Leadership to proactively address potential concerns.
Provide guidance on policy interpretation and conflict resolution.
Talent Management & Leadership Development
20%
Collaborate with Learning & Development to assess capability gaps and implement development solutions.
Partner with Talent Acquisition on workforce planning, succession planning, and leadership readiness.
Support leaders in conducting effective performance management conversations and building strong talent pipelines.
Engagement, Culture & Retention
20%
Partner with business leaders and L&D to analyze engagement data, identify themes, and implement targeted action plans.
Coach leaders on practices that foster trust, recognition, inclusion, and accountability.
Support organization-wide initiatives that promote Goodwill’s mission, values, and culture.
HR Analytics & Continuous Improvement
10%
Use data and workforce metrics (turnover, engagement, productivity) to influence decisions and measure the impact of HR interventions.
Recommend process improvements, new tools, and innovative practices to elevate the employee experience and improve business outcomes.
Scope Factors- Revenue, Assets, Budget, Profit/Loss, Supervisory
Consults with: Business unit leaders, supervisors, and employees across assigned departments/sites.
Partners with: HR Centers of Expertise (L&D, Talent Acquisition, Total Rewards, Compliance).
Influence: Workforce planning, organizational effectiveness, leadership capability, retention strategies, compliance risk mitigation.
Decision Authority: Recommends HR strategies, solutions, and policies; escalates critical issues to HR leadership.
Qualifications
Qualifications – Education & Experience
Bachelor’s degree in Human Resources, Business Administration, or related field required. Additional years of experience may be substituted for formal education.
6+ years of progressive HR experience, with at least 3 years in a consultative HRBP or strategic HR role.
Experience in employee relations, talent management, organizational effectiveness, and leadership coaching.
Strong knowledge of federal and Florida employment laws and HR best practices.
Qualifications – Other Skills, Abilities & Knowledge
Consultation & Coaching: Ability to build trust, influence leaders, and coach for performance.
Analytical Thinking: Skilled at using data to diagnose issues and drive evidence-based solutions.
Business Acumen: Understands financial drivers, operational priorities, and workforce implications.
Change Leadership: Ability to guide leaders and employees through organizational change.
Cultural Competence: Promotes inclusion, respect, and alignment with GICF’s mission and values.
Communication: Strong interpersonal, written, and presentation skills with ability to interact at all levels.
Physical Demands and Working Conditions
While performing the duties of this job the employee may be required to sit or stand for extended periods of time. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions of the job.
Work is typically performed in an climate-controlled environment.
Travel is primarily local to assigned sites within Central Florida during the business day
Schedule may vary depending on business needs, and may entail working outside of normal departmental operating hours
Licensing and Certification
Valid Florida Driver’s License with satisfactory driving record.
SHRM-CP/PHR preferred, SHRM-SCP/SPHR Strongly preferred
Job ID: 517797118
Originally Posted on: 4/17/2026
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