Human Resources Partner

The HR Partner is a key operational HR role responsible for delivering hands-on HR support across multiple sites. This role ensures that day-to-day HR functions are executed efficiently and consistently throughout the region, in alignment with IPG’s global HR policies and regional business objectives. The HR Partner serves as the primary HR contact for regional leaders and employees, advising on a wide range of HR matters and providing responsive support to meet employee and business needs. They will liaise closely with IPG’s corporate HR teams (Centers of Excellence in Talent Acquisition, Compensation & Benefits, HR Operations, etc.).

• →Serve as the primary HR point of contact for managers and employees across the region.
• →Partner with leaders to understand business goals and ensure HR initiatives and strategies support growth and efficiency.
• →Lead employee relations, to include investigations, documentation, and policy interpretation.
• →Provide guidance on employee relations, investigations, performance management, and disciplinary actions.

• →Provide coaching and day-to-day support to frontline leaders in the consistent application of HR processes and managing teams effectively.
• →Support recruitment and workforce planning to ensure appropriate staffing levels and talent pipelines.

• →Lead regional onboarding and engagement initiatives to promote a consistent and positive employee experience.
• →Ensure compliance with federal, state, and local employment laws and company policies.
• →Coach managers on leadership, communication, and talent development best practices.
• →Analyze HR metrics (turnover, engagement, retention, etc.) and recommend data-driven improvements.
• →Partner with corporate HR centers of excellence (Compensation, Benefits, Learning) to implement company-wide programs locally.
• →Support and execute culture initiatives, change management, and organizational effectiveness within the region.

• →Bachelor’s degree in Human Resources, Business Administration, or related field.
• →5–8 years of progressive HR experience, including multi-site or regional responsibility.
• →Strong working knowledge of employment laws and HR best practices.
• →Proven ability to build trusted partnerships with leaders and employees.
• →Excellent interpersonal, coaching, and communication skills.
• →HR certification (SHRM-CP/SCP or PHR/SPHR) preferred.

• Strategic thinking and business acumen
• Relationship management and influencing skills
• Problem-solving and conflict resolution
• Data-driven decision making; experience with AI
• Preferred experience supporting Mergers & Acquisitions (M&A) activities, such as due diligence, employee integration, communication planning, or organizational transition support.