Relationship Building & Leadership Coaching

·       Build trusted relationships with leaders by understanding their teams, goals, pressures and ownership of people decisions before recommending solutions; earn credibility through practical early wins and consistent follow-through

·       Coach leaders using sound judgment and influence rather than mandate, using a low-pressure, consultative approach that adapts to each leader’s style - asking questions that sharpen their thinking, so leaders stay accountable for the decision

·       Navigate skepticism and competing priorities with curiosity and tact, and keep regular touchpoints with leaders to gather feedback and adjust the approach as needed

Coaching & Developing the HR Team

·       Lead, coach, and develop a team of BPs, including development plans, recruiting, hiring, and onboarding, and stay connected with a remote team through regular virtual one-on-ones and periodic in-person visits

·       Coach BPs to build leader relationships using the same consultative, trust-based approach, so ES is never seen as pushing programs, policies, or compliance on leaders

·       Develop BP’s ability to read communication styles, ask strong questions, frame recommendations in business terms, and deliver difficult messages constructively

·       Set shared messaging, performance standards, and quality assurance processes so leaders receive a consistent experience from every BP

·       Identify training needs for BPs and discuss solutions with the Director of Employee Support & Compliance and Training and Development

Strategic Partnership & Workforce Insights

·       Serve as the senior and strategic partner to regional leadership, aligning people strategy with business goals and supporting managers’ decisions through data, sound judgment, and a trusted-advisor approach

·       Use workforce data (engagement, turnover, hiring, case management, and employee relations trends) to identify root causes, anticipate risk, and recommend targeted actions; maintain scorecards that tie to leaders’ priorities

·       Partner with leaders on workforce planning, organizational design, and succession, and represent these groups in enterprise-wide planning with the Director of Employee Support & Compliance

Employee Relations & Risk Management

·       Provide guidance on complex and escalated employee relations matters, ensuring fair, consistent, and compliant application of policies (including for remote and multi-state employees), and identify risk trends and preventive actions

·       Coach BPs through the most difficult cases, helping them distinguish when a matter is theirs to resolve, when it needs the Regional BP's involvement, and when it carries enough legal risk to involve Employment Counsel directly

·       Partner with the Director of Employee Support & Compliance and Employment Counsel on the region's most complex employee cases

·       Identify risk trends and recurring patterns across sites — in documentation quality, policy application, or case outcomes — and address them through BP coaching

Culture, Engagement & Change Management

·       Develop engagement strategies, including approaches that build connection and turn employee feedback into action plans

·       Lead change for BP initiatives by involving leaders early so rollouts are shaped with them rather than delivered to them, collaborating with relevant partners, and measuring adoption and impact