HRBP Specialist

Role Summary

The HR Business Partner Specialist (HRBPS) is a key partner advisor to the leadership team, responsible for aligning people’s strategies with business objectives. This role combines business acumen with HR expertise to drive organizational performance, talent planning, and culture. The HRBPS also plays a vital role in executive recruitment, public relations for employer branding, and employee engagement to support the company’s rapid growth and industry leadership.

Key Responsibilities

1. HR Partnership

• Act as a partner advisor to senior management across Commercial, Operations, and Support departments.

• Translate business needs into HR strategies related to structure, people, and process.

• Drive organizational change, improve team effectiveness, and support leadership alignment.

2. Workforce Planning & Executive Recruitment

• Lead workforce planning, talent pipeline development, and headcount forecasting.

• Own end-to-end executive recruitment, including sourcing, interviewing, and offering negotiations for Area Managers, Function Heads, and key leadership roles.

• Manage relationships with external search firms and assess executive hiring ROI.

3. Talent Acquisition & Onboarding

• Support the hiring process for Taproom Managers, Support roles, and high-impact positions.

• Improve recruitment channels, candidate experience, and onboarding design.

• Ensure onboarding aligns new hires with company culture, mission, and business goals.

4. Public Relations for Employer Branding

• Build and lead the company’s employer branding strategy across digital and offline platforms.

• Collaborate with the Marketing and Operations teams to promote company culture, employee success stories, and internal achievements.

• Represent HR in external forums, job fairs, and partnerships with universities or F&B industry networks to attract talent.

• Oversee content strategy for LinkedIn, Facebook, and recruitment pages to improve brand visibility and attract top candidates.

5. Performance Management

• Facilitate structured performance review cycles and feedback culture.

• Support managers in KPI setting, career path planning, and managing underperformance.

• Track performance metrics to support talent decisions and rewards.

6. Employee Relations & Engagement

• Serve as the main contact for employee concerns, conflict resolution, and grievance handling.

• Launch employee engagement surveys and action plans based on feedback.

• Champion a positive work environment that reflects the company’s core values.

7. Learning & Development

• Assess skill gaps and build learning roadmaps for managers and teams.

• Implement leadership development programs and targeted functional training.

• Measure L&D effectiveness and ensure alignment with business objectives.

8. Policy, Compliance & Audit

• Maintain compliant HR policies and employee documentation.

• Deliver policy training and labor law updates across teams.

• Conduct regular audits and provide corrective guidance.