HR Business Partner

Custom Patch Hats•Raleigh, NC

14d•Onsite

About The Position

At Custom Patch Hats, our mission is Fueling Human Connection Through Branded Apparel. We believe our people are our greatest competitive advantage. The HR Business Partner supports the business by recruiting, developing, and retaining talented team members, while helping leaders create an environment where people can do their best work. Our Core Values guide everything we do: Human Connection, Authenticity, Accountability, Client-Focused, Unafraid. Position Summary: The HR Business Partner (HRBP) serves as the primary Human Resources resource for the organization and is responsible for the day-to-day execution of people operations across the employee lifecycle. This role partners closely with leaders, managers, and team members to support recruiting, onboarding, employee relations, performance management, payroll administration, benefits administration, compliance, leave management, and employee engagement initiatives. The ideal candidate is equally comfortable coaching a manager through a difficult conversation, conducting an investigation, processing payroll, leading a recruiting effort, updating a policy, or supporting a team member through a workplace challenge. This position requires sound judgment, discretion, strong organizational skills, and a hands-on approach to supporting a growing business.

Requirements

Bachelor's degree in Human Resources, Business Administration, or related field, or equivalent combination of education and experience.
Five or more years of progressive Human Resources experience.
Experience in employee relations, recruiting, payroll administration, benefits administration, and HR compliance.
Working knowledge of federal and state employment laws.
Strong written, verbal, and interpersonal communication skills.
Ability to maintain confidentiality and exercise sound judgment.
Proficiency with Paylocity and Google Workspace applications.

Nice To Haves

SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
Experience in manufacturing, production, distribution, or warehouse environments.
Experience conducting workplace investigations.
Experience supporting organizations undergoing growth and operational change.

Responsibilities

Serve as a trusted resource for leaders, managers, and team members regarding workplace concerns, policy interpretation, and employment-related matters.
Conduct employee relations conversations, investigations, and conflict resolution efforts.
Support leaders with performance management, accountability conversations, coaching, corrective action, and terminations.
Assist leaders in creating high-performing, values-aligned teams.
Promote consistent application of company policies and practices.
Provide light banking support to leadership.
Manage full-cycle recruiting activities for all positions.
Partner with hiring managers to develop job descriptions, interview processes, and selection criteria.
Source candidates, screen applicants, coordinate interviews, conduct reference checks, and facilitate hiring decisions.
Coordinate onboarding activities and new-hire orientation.
Ensure a positive experience for candidates and team members.
Process and administer payroll accurately and on time.
Maintain employee records and HR systems.
Manage employee status changes, compensation updates, promotions, transfers, and separations.
Prepare employment-related documentation and reports.
Ensure data accuracy across HR and payroll systems.
Administer employee benefits programs and support annual open enrollment.
Coordinate leave administration, including FMLA, ADA accommodations, workers' compensation, and other leave programs as applicable.
Maintain compliance with federal, state, and local employment laws.
Support unemployment claims and employment verifications.
Develop policies and maintain the handbook.
Support performance management processes and accountability systems.
Coordinate training and development initiatives.
Identify opportunities to improve employee effectiveness and engagement.
Assist leaders in developing team members for future growth opportunities.
Support employee engagement, recognition, and communication initiatives.
Coordinate employee events and culture-building activities.
Gather employee feedback and identify opportunities for improvement.
Champion CPH's Core Values through daily interactions and decision-making.
Maintain HR metrics and reporting, including trends in recruiting, turnover, retention, and employee relations.
Prepare reports and recommendations for leadership.
Participate in EOS processes and support organizational initiatives.
Perform other duties as assigned.