Employee Relations Human Resource Business Partner

Ignite Human Capital•Escondido, CA

2d•Hybrid

About The Position

The Employee Relations Business Partner (ERBP) is the primary HR contact for employee relations across assigned sites and departments. Reporting to the HR Manager, Employee Relations & Talent Acquisition, the ERBP provides guidance on workplace concerns, policy interpretation, performance management, and conducts employee relations investigations. This role partners with HR and business leaders to identify trends, develop training and policy, and support a positive workplace culture.

Requirements

Bachelor’s degree or equivalent experience.
Minimum 5 years of HR experience, including at least 2 years as an HR Generalist.
Strong written and verbal communication, interpersonal, and customer-service skills.
Proficient in MS Office (Word, Excel, PowerPoint, Outlook, OneNote).
Highly organized, detail-oriented, able to prioritize and meet deadlines.
Able to work independently and collaboratively; comfortable handling confidential information.
Ability to travel to the main site and other locations as needed.
Ability to lift/carry up to 10 lbs.
Ability to stand for extended periods.
Follow all safety procedures, infection control protocols, and HIPAA/privacy requirements.
Report unsafe conditions and unethical or unlawful behavior.
Maintain knowledge of emergency procedures and safe work practices.

Nice To Haves

HR certification (PHR or equivalent) preferred.
HRIS experience; familiarity with UKG preferred.

Responsibilities

Serve as a strategic HR partner to assigned site and department leaders; coach on employee relations, performance management, and workforce development.
Lead employee relations investigations for assigned locations; collaborate with HR leadership as needed and deliver clear findings and recommendations.
Maintain timely, accurate documentation and case records.
Advise on policy interpretation, Code of Conduct, employee handbook, and Leaves of Absence.
Counsel managers and employees on conflict resolution, disciplinary actions, terminations, reorganizations, and other ER matters.
Identify trends in ER issues and recommend or develop training, process improvements, and policy updates.
Support creation and implementation of standards for recording ER matters and investigations.
Deliver HR training (e.g., HR101, HR201) and serve as an instructor as needed.
Ensure compliance with federal, state, and local employment laws; partner with leadership to apply policies consistently.
Partner with Employee Experience to analyze survey data and improve employee engagement; manage the exit survey process.
Assist managers with performance evaluations, promotions, status changes, and communication of personnel actions.
Coordinate with compensation team to investigate and resolve pay discrepancies.
Maintain and recommend updates to employee policies and the employee handbook.