Top 1 Human resources business partner Jobs in Springfield Il

Human Resources Business Partner
Fiducial Inc —Springfield, IL
- Full-time
- Mid-level
- Bachelor's degree
- Psychology
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1d

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Human Resources Business Partner
Fiducial Inc —Springfield, IL
Education: Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field (or equivalent practical experience).
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1d
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Aspen Dental —Springfield, IL
Active dental hygiene license in the state of practice. You’ll be a valued clinical partner to the doctor, with the autonomy to assess oral health, recommend…
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Human Resources Business Partner II_JOR
NATIONAL YOUTH ADVOCATE PROGRAM —Columbus, OH
Bachelor’s degree or HR certification required. The HRBP II – Employee Relations leads employee relations case management, including fact-finding, conflict…
$65,000 - $70,000 a year
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HR Business Partner
Arista Recovery —Hilliard, OH
Professional certification (SHRM-CP, PHR, SPHR, GPHR) is highly desirable. Writes and edits the content of offers, rejection letters and other employment status…
$80,000 - $90,000 a year
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Human Resources Business Partner

Fiducial Inc -
Springfield, IL

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Job Details

Full-time
1 day ago

Qualifications

LinkedIn
Employee onboarding
Employee misconduct investigations
Team member evaluation
Organization design
Recruiting from diverse places
Employee grievance management
Employee engagement program (employee development activity)
Coaching
HR analytics
Regulatory compliance
Bachelor's degree in psychology
Direct sourcing
Direct sourcing recruitment
ATS
Workplace dispute resolution
HR legal compliance
Employee retention
HR systems (technically supported)
Performance feedback (performance evaluation method)
Mid-level
Full cycle recruiting
Leadership development
Bachelor's degree in business administration
Online database candidate sourcing
Bachelor's degree
Screening interviews
Human Resource Management
HR compliance
Senior Professional in Human Resources

Full Job Description

Job Summary

We are looking for a dynamic, full-cycle HR Business Partner (HRBP) to join our growing team. In this dual-impact role, you will act as a strategic talent consultant to our business leaders while actively driving our end-to-end recruitment lifecycle. You will serve as the bridge between business objectives and people strategies—ensuring we attract top-tier talent, maximize employee engagement, and build a sustainable, scalable workforce.

The ideal candidate possesses strong business acumen, excels at building relationships across all levels, and enjoys the hands-on execution of full-cycle recruiting just as much as guiding long-term HR strategies.

Key Responsibilities

1. Talent Acquisition & Recruiting (Approx. 50%)

Full-Cycle Recruitment: Manage the end-to-end recruitment process for assigned business units, including sourcing, screening, interviewing, coordinating offers, and onboarding.
Hiring Manager Partnership: Collaborate closely with department heads to scope out roles, align on target profiles, design interview questions, and establish clear hiring guides.
Sourcing Strategy: Build a proactive pipeline of diverse, qualified candidates using LinkedIn Recruiter, job boards, professional networks, and employee referral programs.
Candidate Experience: Ensure an empathetic, transparent, and stellar candidate journey from initial outreach to the final offer decision.
Employer Branding: Represent the company at networking events and manage our presence on recruiting platforms (Indeed, LinkedIn, etc.) to enhance our talent brand.

2. HR Business Partnering & Strategy (Approx. 50%)

Strategic Advisory: Serve as a trusted advisor to managers and leadership, providing proactive guidance on team structures, workforce planning, and organizational design.
Employee Relations: Manage and resolve complex employee relations matters; conduct thorough, objective investigations and provide fair, compliant resolutions.
Performance & Talent Development: Guide managers through annual performance review cycles, career mapping, succession planning, and the implementation of Performance Improvement Plans (PIPs).
Manager Coaching: Actively coach people managers on leadership best practices, giving feedback, resolving conflicts, and navigating change.
Retention & Engagement: Analyze engagement metrics and turnover data to design initiatives that boost morale, strengthen company culture, and minimize turnover.
Compliance: Ensure all HR policies, recruiting processes, and employee practices remain compliant with local, state, and federal employment laws

Qualifications & Skills

Experience & Education

Experience: 4 to 6+ years of progressive HR experience, with a proven split between Full-Cycle Recruiting and HR Generalist/HRBP roles.
Education: Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field (or equivalent practical experience).
Certifications (Preferred): SHRM-CP, SHRM-SCP, PHR, or SPHR certifications are highly valued.

Technical & Soft Skills

ATS & HRIS Systems: Hands-on proficiency with Applicant Tracking Systems and HRIS platforms.
Business Acumen: Deep understanding of how business units function and how headcount metrics tie directly to organizational success.
Communication & Discretion: Exceptional interpersonal skills with the ability to navigate delicate, high-stakes workplace situations with high emotional intelligence and absolute confidentiality.
Adaptability: A "builder" mindset with the agility to pivot seamlessly between strategic consulting and tactical execution.

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