HR Business Partner

Cogir Management, USA•Scottsdale, AZ

24d

About The Position

The HR Business Partner (HRBP) is a hands-on partner to Operations leadership, providing Human Resources support across the employee lifecycle. As part of Cogir’s Colleague Experience team, the HRBP offers day-to-day guidance on performance management, employee development, workforce planning, and policy application, while supporting employee relations matters and workplace investigations. The role applies HR policies and practices with consideration for legal requirements, operational needs, and Cogir’s values, helping leaders address employee matters and make practical people decisions. This mid-level role independently handles a range of employee relations and HR matters, advises leaders on established policies, and escalates complex or sensitive issues as appropriate. It also supports workplace investigations and contributes to process improvements, policy implementation, and training initiatives that promote consistency, compliance, and effective leadership. The position requires 25%–50% travel, including multi-day trips and occasional travel with 24 hours’ notice.

Requirements

Bachelor’s degree or equivalent practical experience.
Three or more years of progressive Human Resources experience, including HR business partnership and employee relations support.
Demonstrated experience providing HR guidance and support to business leaders.
Experience conducting workplace investigations, including employee relations matters involving sensitive or complex concerns.
Strong working knowledge of employment laws and regulations.
Ability to balance business needs, legal considerations, and employee experience.
Sound judgment, discretion, and ability to manage sensitive and confidential matters.
Strong written and verbal communication skills.
Ability to work independently, prioritize competing demands, and appropriately escalate matters requiring additional guidance.

Nice To Haves

Experience supporting multi-site or field-based operations.
Experience in senior living, healthcare, hospitality, or similar operational environments.
SHRM-CP or PHR certification.

Responsibilities

Partner with Operations leadership, Executive Directors, and Regional leaders on employee relations, performance management, workforce, talent, and day-to-day people matters.
Provide practical, risk-aware guidance on performance concerns, discipline, terminations, policy interpretation, and other complex situations.
Coach leaders on performance management, difficult conversations, employee development, and talent needs, promoting accountability, consistency, and fairness.
Consult with leaders on the interpretation and application of HR policies and practices, escalating complex and high-risk matters as appropriate.
Independently conduct employee relations investigations involving misconduct, harassment, retaliation, policy violations, and other workplace concerns.
Prepare clear investigation findings and recommendations, and advise leaders on next steps and resolution.
Serve as a primary resource for employee relations matters within an assigned geographic region by gathering and assessing information and supporting fair, practical resolutions.
Apply working knowledge of employment laws and regulations, identify potential compliance and employee relations risks, and partner with Compliance, HR leadership, and Legal as appropriate.
Analyze people and employee relations data to identify trends, recurring issues, and opportunities for improvement.
Partner with HR and Operations leadership to translate insights into practical recommendations and process improvements.
Contribute to initiatives that improve HR effectiveness, consistency, and the employee experience.