Strategic Human Resources Business Partner

Join Us in the Fight Against Hunger!

At the Food Bank of Central & Eastern North Carolina, we believe in a future where no one goes hungry. Our mission is simple but powerful: Nourish people. Build solutions. Connect communities.

We’re looking for passionate, dedicated people to bring their talents to an organization where every role makes a real difference. Guided by our values - Integrity, Compassion, Dedication, Teamwork, and Fun - we work hard, support one another, and celebrate the impact we create together.

If you’re ready to put purpose at the center of your career, we’d love to have you on our team!

ABOUT THE ROLE

The Strategic Human Resources Business Partner serves as a strategic partner to assigned client areas, working closely with leaders and employees to align people strategies with organizational priorities and business needs. This role leads and advises on HR strategies and initiatives across talent acquisition, talent development, performance management, employee engagement, equity, diversity, and inclusion (EDI), employee relations, and HR policy and practice.

The Strategic HRBP uses sound judgment, data, and HR expertise to provide thoughtful guidance, strengthen organizational effectiveness, and support a positive, high-performance culture. The individual must demonstrate a strong commitment to the organization’s values and leverage them to strengthen the employee experience, build trusted relationships, and foster a positive, high-performance culture. The individual builds credibility across all levels of the organization through collaboration, integrity, and confidentiality.

PRIMARY RESPONSIBILITIES

• HR Strategy & Planning: Support the development, review, and enhancement of HR strategies and initiatives aligned with the Food Bank’s strategic plan and organizational priorities. Contribute to the development and implementation of HR programs, practices, and tools that strengthen organizational effectiveness and support a positive employee experience. Utilize HR metrics, reporting, and other data to identify trends, evaluate effectiveness, and inform HR strategies and recommendations.
• HR Business Partnership: Serve as a trusted HR advisor and strategic partner to assigned client areas, working closely with leaders and employees to understand organizational needs and provide thoughtful, timely, and solutions-oriented HR support. Partner with leaders to develop effective organizational goals and structures with clear objectives, accountabilities, roles, and responsibilities, and to strengthen talent bench strength. Coach and advise leaders and employees on organizational design, change management, performance management, employee relations, and total rewards, while ensuring HR guidance is consistent with organizational values, policies, and practices.
• Employee Engagement & High Performance Culture: Develop and implement strategies that enhance employee engagement, advance equity, diversity, and inclusion (EDI), strengthen cross-team collaboration, and promote a positive, high-performance workplace culture. Partner with leaders to identify opportunities to improve employee experience, engagement, and organizational effectiveness.
• Talent Acquisition & Onboarding: Lead and support full-cycle recruitment activities to attract and select qualified top talent. Partner with hiring managers to develop recruitment strategies, facilitate effective selection processes, support interviews and candidate evaluation, and extend offers. Manage employee onboarding programs to facilitate new-hire success and integration. Ensure recruitment and selection processes, data, and electronic records are maintained accurately and in accordance with organizational and legal requirements.
• Talent Development: Advise and educate leaders on talent development strategies, resources, and practices that support employee growth and organizational needs. Lead talent review sessions for client areas and ensure follow-through on targeted learning solutions and development plans. Participate in the refinement and implementation of the organization’s competency model, including supporting tools, resources, and communications to promote understanding and adoption across the organization.
• HR Operations & Compliance: Support the organization’s compensation program, including salary surveys, salary grade adjustments, and merit and promotion guidelines. Support benefits administration, including annual enrollment, and advise employees and managers regarding leaves of absence, including FMLA, STD, and LTD. Monitor developments in employment law and recommend changes to policies and practices as needed to maintain compliance. Audit and update processes to support compliance with immigration, FLSA, EEO, DOT, and OSHA requirements. Provide interpretation and guidance to managers on HR policies, practices, and employment-related matters. Maintain current knowledge of HR trends, best practices, technology, and employment law.

The above statements are intended to describe the general nature of the work being performed by people assigned to this job. They are not intended to be an exhaustive list of all responsibilities, duties, and skills required of personnel so classified.