Human Resources Business Partner II

IDEMIA Public Security, a division of IDEMIA Group, is the leading provider of secure and trusted biometric-based solutions, transforming public and private organizations across the globe. Our industry-enabled and client-specific solutions draw upon decades of expertise in biometrics to revolutionize the fields of public security, justice and public safety, travel and transport, identity, and access control. Built on privacy and trust, our market-leading iris, fingerprint and facial recognition solutions top independent benchmarking for accuracy, fairness and scalability. These exacting standards enable our clients to build safer, fairer societies where people can live, interact, and move about freely. With 4000+ employees around the world and 150+ partners worldwide, we offer more than just a job - we provide a dynamic environment where innovation thrives, opportunities abound, and your talents are valued. Be part of a global leader shaping the future of biometric based technology. Learn more here.

Job Overview

We are seeking a motivated and people-focused Human Resources Business Partner II (HRBP) to support day-to-day HR operations. The Human Resources (HR) team provides strategic and operational HR support to assigned client groups, aligning human capital strategies with business objectives. This role is responsible for diagnosing business needs and developing and executing people strategies that drive organizational effectiveness, employee engagement, and compliance.

The HR Business Partner (HRBP) operates both strategically and tactically, delivering integrated HR solutions to support business/functional groups. This role partners closely with leadership and leverages regional and global HR resources to implement impactful workforce strategies.

This position serves as a key partner supporting business leaders and employees, with a strong emphasis on employee relations, while also contributing to broader HR initiatives.

Essential Job Functions

Strategic Partnership & Business Alignment

• Serve as a trusted advisor to leadership, providing guidance on the people, organizational, and capability implications of business strategies
• Actively participate in leadership team discussions to align HR strategies with business goals
• Partner with leaders to develop and execute workforce strategies, ensuring alignment with both organizational objectives and HR priorities
• Continuously evaluate and adjust HR programs and initiatives to support evolving business needs

Employee Relations & Workplace Effectiveness

• Lead and support employee relations matters, including conflict resolution, performance concerns, investigations, and workplace issues
• Coach managers on effective employee management practices, including feedback, disciplinary actions, and conflict management
• Identify trends in employee relations issues and implement proactive solutions to improve engagement and reduce risk
• Foster a positive, inclusive, and compliant workplace culture

Talent & Organizational Development

• Implement strategies to assess, develop, and retain talent
• Support performance management processes, including performance reviews and improvement plans
• Partner with leadership to identify skill gaps and workforce planning needs
• Contribute to employee engagement initiatives and organizational development efforts

Data-Driven Decision Making

• Analyze HR metrics and trends to diagnose organizational challenges
• Translate data insights into actionable recommendations and remediation plans
• Collaborate with HR Centers of Excellence (COEs) to address systemic people or cultural issues

HR Operations & Execution

• Take a hands-on, “roll up your sleeves” approach to delivering HR support and solutions
• Lead or contribute to HR projects, ensuring delivery on time and within scope
• Partner with cross-functional HR teams (Talent Acquisition, Total Rewards, etc.) to execute HR strategies
• Maintain accurate documentation and ensure consistent HR practices

Compliance & Risk Management

• Ensure compliance with local, state, and federal employment laws, as well as company policies
• Support audits, investigations, and documentation requirements
• Provide guidance to leaders on policy interpretation and risk mitigation

The US base salary range for this position is $93,440.00 - $116,813.00 + bonus + benefits. While it is uncommon for candidates to be hired at or near the top of the pay range, all compensation decisions are made based on the specific facts and circumstances of each hire. The final offer may vary depending on a combination of factors, including a candidate’s skills, qualifications, experience, and geographic location. 

Required

• Bachelor’s degree in Human Resources, Business Administration, or related field
• 4-10 years of HR experience (employee relations or HR generalist experience preferred)
• Foundational knowledge of employment law and HR best practices
• Strong interpersonal, communication, and problem-solving skills
• Ability to maintain confidentiality and exercise sound judgment

Preferred

• Experience supporting employee relations cases or investigations
• Exposure to HR analytics or workforce planning
• HR certification (SHRM-CP, PHR, or in progress)

Knowledge, Skills, and Abilities

• Strong initiative, creativity, and excellent written and verbal communication skills
• Ability to build relationships and influence stakeholders at all levels, including senior leadership
• Effective coaching and conflict resolution skills
• Strong listening skills with the ability to respond thoughtfully and timely to employee and leadership needs
• Ability to manage multiple priorities in a fast-paced, dynamic environment
• Self-directed with a proactive approach to identifying and addressing challenges
• Demonstrated analytical and problem-solving skills with sound decision-making ability
• Ability to lead projects from initiation to completion, delivering results on time and within scope

Note to third-party recruiters: IDEMIA Public Security does not work with third-party recruiters absent a signed agreement and will treat any resumes submitted without a signed agreement as the property of IDEMIA Public Security. In the event that IDEMIA Public Security hires a candidate who was brought to our attention by a recruiter who does not have a signed agreement, IDEMIA Public Security will not pay any fees to the recruiter as a result of the hire.