HR Business Partner

Jonas Software

2d•$70,000 - $80,000

About The Position

The HR Business Partner (HRBP) acts as a strategic advisor and trusted partner to designated business units, aligning people strategy with business objectives. This role combines hands-on HR generalist execution with consultative partnership to leaders, supporting a full range of HR functions including performance management, employee relations, talent development, and organizational effectiveness.

Requirements

3 to 5+ years of progressive HR generalist or HRBP experience, ideally in a multi-entity or software/tech environment.
SHRM-CP/SHRM-SCP certification.
Strong working knowledge of federal employment law and experience navigating multi-state compliance (FLSA, FMLA, ADA, state-specific leave and wage laws).
Demonstrated experience managing employee relations cases and performance documentation.
Excellent judgment, discretion and ability to navigate ambiguity.
Experience supporting matrixed organization across state lines.
Exposure to M&A-related HR integration.
Familiarity with cross-border employment considerations (Canada or international).
Working knowledge of HRIS, Workday preferred.

Responsibilities

Act as a trusted advisor to managers on team structure, capability gaps, workforce planning, and change management.
Employee Relations & Performance Management.
Guide managers through performance management processes, including Performance Improvement Plans (PIPs), verbal/written warnings, and coaching documentation.
Investigate and resolve employee relations issues with sound judgment, discretion, and legal defensibility.
Ensure consistent, equitable application of policies across teams and states.
Support talent acquisition efforts in partnership with TA specialists for assigned business units.
Facilitate onboarding, career development conversations, and internal mobility.
Ensure compliance with federal employment law (Title VII, ADA, ADEA, FMLA, FLSA) and applicable state/local employment laws.
Advise on at-will employment considerations and state-specific termination requirements.
Maintain accurate, audit-ready documentation for all employee relations matters.
Flag and mitigate legal or reputational risk proactively, including multi-state compliance gaps.
Maintain HRIS data accuracy for assigned client groups.
Identify process gaps and recommend scalable, sustainable solutions.
Support broader HR initiatives, including policy development and engagement programs.
Manages complex and difficult HR Projects cross-functionally.