Employee Relations & HR Business Partnership Manager

Fortuity•Columbus, OH

About The Position

The Employee Relations & HR Business Partnership Manager serves as Fortuity’s primary HR partner to Operations leaders, managers, and employees. This position is responsible for employee relations, manager support, performance management, employee experience, onboarding, engagement, retention, policy administration, and workforce partnership. The Manager works closely with Operations leadership to understand the needs of each client program and employee population, proactively identify workforce challenges, and develop practical solutions that support both employees and business objectives. This is a hands-on HR leadership position requiring strong judgment, relationship-building skills, and the ability to balance employee advocacy, business needs, consistency, and compliance in a fast-paced, high-volume environment.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Leadership, or a related field, or equivalent combination of education and relevant experience.
Minimum of 5 years of progressive Human Resources experience.
Demonstrated experience managing employee relations matters and workplace investigations.
Experience advising supervisors and managers on performance, attendance, conduct, corrective action, and employee concerns.
Strong knowledge of employment practices and applicable federal and state employment laws.
Strong written, verbal, interpersonal, and conflict-resolution skills.
Ability to handle sensitive and confidential information with discretion.
Strong judgment and ability to make sound recommendations in complex employee situations.
Ability to work effectively in a fast-paced environment with changing business priorities.
Strong organizational, documentation, and follow-through skills.

Nice To Haves

Experience in a contact center, BPO, high-volume hourly workforce, or similar operating environment.
Experience supporting multiple client programs, departments, or employee populations.
Experience with high-volume onboarding and early-tenure retention strategies.
Experience using HRIS, employee engagement, case-management, or workforce analytics systems.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification.

Responsibilities

Serve as the primary HR partner to Operations and department leaders.
Develop a strong understanding of Fortuity’s client programs, employee populations, staffing models, and business priorities.
Meet regularly with leaders to review workforce health, employee concerns, turnover, attendance, and emerging people-related issues.
Provide practical HR guidance to supervisors and managers.
Identify workforce risks and recommend proactive solutions.
Partner with leadership on organizational changes, project ramps and ramp-downs, transfers, schedule changes, furloughs, reorganizations, and reductions in force.
Serve as the primary escalation point for employee concerns and workplace issues.
Manage employee relations cases from intake through resolution.
Conduct fair, timely, and well-documented workplace investigations.
Address concerns involving workplace conduct, management practices, harassment, discrimination, retaliation, policy violations, and employee conflict.
Identify patterns and trends in employee relations matters and recommend corrective or preventative action.
Escalate significant employment risks to senior HR leadership and legal counsel when appropriate.
Coach supervisors and managers through challenging employee situations.
Advise leaders on attendance, conduct, accountability, and performance concerns.
Review and guide corrective actions, performance improvement plans, and related documentation.
Promote consistent application of Fortuity’s performance and corrective-action practices.
Advise leadership regarding employee separations and participate in sensitive employee conversations when appropriate.
Help managers effectively distinguish between coaching, performance management, corrective action, and serious misconduct.
Own the overall strategy and effectiveness of Fortuity’s employee onboarding experience.
Establish onboarding standards that introduce employees to Fortuity’s culture, expectations, policies, resources, and workplace practices.
Oversee the transition of new employees from Talent Acquisition through HR onboarding and into Operations.
Partner with Talent Acquisition, HR Operations, IT, Facilities, and Operations to ensure a smooth new-hire experience.
Monitor new-hire feedback and 30/60/90-day employee experience trends.
Identify and address issues contributing to early-tenure turnover.
Ensure clear separation between Fortuity HR onboarding and client/program training, which is owned by Training.
Develop and oversee employee engagement and retention strategies.
Analyze voluntary turnover, early-tenure attrition, and turnover trends by project, supervisor, and tenure.
Review employee feedback, stay interviews, exit interviews, and engagement survey results.
Partner with Operations to develop targeted retention strategies.
Oversee employee recognition, appreciation, and employee-listening initiatives.
Promote a workplace culture that supports accountability, respect, communication, recognition, and employee success.
Support clear and effective employee communications.
Interpret and consistently apply Fortuity policies and employment practices.
Advise managers regarding policy interpretation and appropriate exceptions.
Identify policy gaps or areas requiring clarification and recommend updates.
Support fair, consistent, and appropriately documented employment decisions.
Monitor employment-practice risks and help ensure compliance with applicable employment requirements.
Partner with HR Operations on employment documentation and administrative compliance matters.
Monitor key workforce indicators including turnover, retention, attendance, corrective actions, employee concerns, and engagement.
Identify trends by program, department, supervisor, and employee tenure.
Provide leadership with actionable workforce insights rather than reporting data alone.
Develop and monitor action plans designed to address identified workforce issues.
Evaluate the effectiveness of employee experience and retention initiatives.
Establish clear priorities, processes, and service expectations for the Employee Relations and Business Partnership function.
Delegate employee experience, onboarding, engagement, and ER administrative activities appropriately.
Develop the Coordinator’s HR knowledge and progressively expand responsibilities as appropriate.
Maintain appropriate confidentiality and professional standards across all employee matters.