The Human Resources Relationship Manager (HRRM) serves as an embedded strategic HR consultant and primary point of contact for leaders within an assigned Business Unit. The HRRM develops a deep understanding of the business, diagnoses people and department needs, advises leaders, and connects the business to the appropriate HR resources and Centers of Expertise (COEs). The role drives consistent execution and adoption of the talent strategy and delivers strategic interventions to team/department level needs.

Responsibilities

• Develop a deep understanding of the Business Unit and build trusted relationships with business leaders.

• Use curiosity, workforce insights, and strategic thinking to uncover root-cause people and organizational challenges, understand their linkage to the broader HR ecosystem, and proactively engage the appropriate HR resources, programs, and solutions to support business outcomes

• Advise leaders on talent planning, change management, organizational design, team effectiveness, leader development, and related people matters at the department and team level.

• Translate enterprise talent strategy into Business Unit adoption plans and drive consistent execution of cyclical talent processes.

• Assess needs and connect leaders to the appropriate Talent Management and HR Center of Excellence resources.

• Partner with COEs to combine enterprise expertise with local business insight, clarify ownership, and shape practical solutions.

• Analyze workforce trends, risks, and opportunities using available data and tools, including Glint,HRNow, and Workday.

• Advise on and facilitate Team Effectiveness tools, including MIT/LIT, Start, Stop, Continue, and New Team Formation.

• Support leader and team development plans.

• Share insights, practices, and feedback across the centralized HRRM team to strengthen consistency and continuously improve the HRRM model.

Qualifications

• 3-5+ years of progressive Human Resources or related strategic consulting experience.

• Strong consultation skills with the ability to advise leaders at multiple organizational levels.

• Demonstrated ability to ask strategic questions, diagnose needs, and translate insights into practical solutions.

• Strong facilitation skills

• Solid business acumen and the ability to connect business priorities, workforce data, and talent strategy.

• Demonstrated success leading through influence and collaborating across business and/or HR teams.

• Excellent written, verbal, facilitation, interpersonal, and presentation communication skills.

• Ability to navigate ambiguity, manage competing priorities, and adapt in a fast-paced environment.

• Experience in project management.

• Strong initiative and natural curiosity.

• Experience in talent planning, change management, organizational design, team effectiveness, leader development, or related disciplines a plus

• Experience with Workday and case management tools is preferred.

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