HR Business Partner North America (On-site)

Evolution•Philadelphia, PA

1d•$110,000 - $130,000•Onsite

About The Position

As a Regional HR Business Partner, you’ll partner with studio and operations leaders to create an inclusive, consistent, and high-performing employee experience across multiple states. You’ll lead employee relations and investigations, coach emerging people leaders, and champion fairness and compliance while fueling our fast-paced creative culture. This position will require frequent travel (30-40%) to US and Canadian studio locations.

Requirements

Bachelor’s degree in human resources or a related field (or equivalent experience).
Minimum of 8 years of progressive HR experience, experience supporting multi-state operations preferred.
Demonstrated experience managing employee relations investigations, performance management, and disciplinary processes with fairness and consistency.
Solid understanding of U.S. federal and state employment laws.
Proven ability to coach and influence managers, particularly early-career and mid-level leaders, on people leadership best practices.
Strong interpersonal and communication skills with the ability to build trust across remote or hybrid teams.
Proficiency with HRIS systems, data reporting, and remote collaboration tools (e.g., MS Suite, Power Bi, Sage, MS Teams, Slack).

Nice To Haves

Evolution HR experience strongly preferred
Experience supporting hospitality, customer service, or gaming environments

Responsibilities

Serve as the regional expert and trusted advisor on employee relations, workplace behavior, and performance management.
Conduct and oversee fair, thorough, and well-documented investigations into complaints, conflicts, or policy violations.
Identify trends and proactively address root causes through leader coaching, policy reinforcement, or training.
Partner closely with Legal and Head of HR to ensure decisions reduce employer liability and uphold consistency across states.
Build confidence and consistency in how managers handle employee relations, leave, and corrective actions.
Develop and deliver toolkits that strengthen day-to-day people management practices.
Responsible for building succession planning guidelines and pipelines internally to identify, train, and ready for promotion identified high performing operational team members.
Support reorganizations, new studio launches, or team transitions.
Reinforce company values and fairness in decision-making to create psychologically safe, high-performing teams.
Partner with Academy and Studio HR teams to ensure onboarding and retention strategies are data-driven and equitable.
Champion the company’s creative culture and values across teams.
Act to ensure diverse perspectives are represented and supported in people processes and programs.
Ensure adherence to all relevant federal and state employment laws (wage/hour, leave, pay transparency, accommodations, etc.).
Maintain consistent application of policies and practices across studios and states to limit risk and promote fairness.
Partner with HR Management to refine policies and handbooks, ensuring clarity and practical usability for managers.
Stay ahead of evolving labor legislation that impacts remote or hybrid gaming employees.