HR Business Partner

Note: This role will begin as remote, however will move to being fully onsite somewhere in Central New Jersey.

How many companies can say they've been in business for over 177 years?!

Here at ZEISS, we certainly can! As the pioneers of science, ZEISS handles the everchanging environments in a fast-paced world, meeting it with cutting edge of technologies and continuous advancements. ZEISS believes that innovation and technology are the key to a sustainable future and solutions for global change. We have a diverse range of portfolios throughout the ZEISS family in segments like, Industrial Quality & Research, Medical Technology, Consumer Markets and Semiconductor Manufacturing Technology. We are a global company with over 42,000 employees and have over 4,000 in the US and Canada alone! Make a difference, come join the team!

What's the role?The Human Resources Business Partner will assist the planning and implementation of HR initiatives for their client groups and provide coaching to leadership and employees. Key areas of support include strategic partnering with business leaders, employee relations, leading people through change, talent acquisition and retention, OD/OE, designing creative HR solutions, partnering cross-functionally for operational excellence, facilitating learning and development and improving/creating policies, processes and programs.

This team member will also work closely with the Head of HR and rest of the team to develop the strategy and lead the design and delivery of improved systems and processes that maximize effectiveness and efficiency. Leading and/or co-leading the design, implementation and sustainment of effective HR programs and or processes will be an on-going responsibility of this role.

Sounds Interesting?

Here's what you'll do:

• Strategic Advisor & Trusted Business Partner
  Act as a strategic, trusted advisor to business leaders, providing insight and guidance on all people matters (employee relations, talent, performance, compensation),integrating people analytics with sound judgmentto enable better business decisions.
• Organizational Design & Effectiveness
  Optimize organizational effectiveness by applying modern HR practices andAI-supported organizational design and strategic workforce planning, ensuring structures, roles, and capabilities support current and future business needs.
• HR Programs & People Practices
  Partner with client groups to design, implement, and continuously improve HR programs and people practices,using data, AI insights, and employee feedbackto enhance impact, efficiency, and employee experience.
• Policy Governance, Compliance & Responsible AI
  Administer and enforce HR policies and procedures for all personnel, ensuring compliance with labor laws, data privacy, andemerging AI regulations; recommend updates to policies to reflect the future of work and responsible AI use in HR processes.
• Enablement, Training & Digital Adoption
  Develop, implement, and deliver training for employees and managers on HR policies, procedures, and programs, whileenabling adoption of HR technologies and AI tools(e.g., HRIS, self-service, chatbots, analytics dashboards).
• Workforce & HR Planning
  Support the HR and workforce planning process (talent needs assessment, organization structures, consolidations), leveraging forecasting and scenario modelingto anticipate future skill, capacity, and location requirements.
• Talent Management & Succession Planning
  Drive talent management initiatives, including talent assessment, succession planning, and leadership development, combiningAI-based talent, skills, and potential insightswith qualitative evaluation to build diverse, future-ready leadership and talent pipelines.
• Talent Acquisition Partnership (with ZBS)
  Coordinate with ZBS on Talent Acquisition activities, including staffing strategies, sourcing plans, and implementation programs to identify and attract qualified talent, to manage headcount, labor cost, and time-to-hire.
• Onboarding & Internal Role Transitions
  Ensure effective delivery of the onboarding and assimilation process for new hires and employees who are transferred or promoted, leveragingdigital and onboarding solutionsto accelerate integration and productivity.
• Employee Relations & Risk Management
  Advise managers and supervisors on employee relations issues, usingtrend data and case analyticsto identify and mitigate risks; recommend appropriate corrective actions, up to and including termination or suspension, ensuring fairness, compliance, and alignment with company values.
• Manager Coaching, Documentation & Performance Conversations
  Review and approve, adjust, or challenge employee counseling and disciplinary documents; provide coaching and training to managers on delivering feedback, coaching, and counseling, supported by performance and engagement insightswhere appropriate.
• Performance Management & Development
  Monitor the performance evaluation process, analyze patterns through performance and potential data, and recommend development opportunities, stretch assignments, and learning solutions to strengthen individual and team performance.
• Learning & Capability Building
  Assist managers in identifying training needs and appropriate learning resources, includingAI-driven, personalized learning platforms; design and facilitate meetings, workshops, and interventions that build critical capabilities (e.g., digital, AI literacy, leadership).
• Internal Mobility & Transfers
  Coordinate employee transfers and internal moves by ensuring accurate documentation, system updates, and clear communication with all relevant stakeholders, usinginternal mobility and skills datato support optimal talent deployment.
• Engagement, Retention & Exit Insights
  Conduct Exit Interviews and useengagement, sentiment, and attrition analyticsto identify patterns and root causes; propose concrete actions to reduce turnover, increase engagement, and enhance the employee experience.
• Continuous Learning on HR, Technology & AI Trends
  Maintain up-to-date knowledge of regulations, industry trends, best practices, current HR technologies, andadvances in AI for HR, ensuring recommendations reflect modern, compliant, and innovative practices.
• Credibility, Collaboration & Problem Solving
  Build and sustain credibility with leaders and employees by being an effective listener, problem solver, anddata-informed advisor, fostering trust and constructive collaboration across the organization.
• Best Practices & Continuous Improvement
  Identify, introduce, and champion HR and AI-enabledbest practicesthat improve organizational effectiveness, employee experience, and HR service quality; drive a culture of experimentation and continuous improvement.
• Safety, Wellbeing & Responsible Work Practices
  Follow all safety standards, promptly report any safety concerns to leadership, and support initiatives that promote employee wellbeing andhealthy, sustainable work practices in an increasingly digital and AI-powered environment.