HR Business Partner

Cologix•Columbus, OH

20d

About The Position

Cologix is seeking an experienced, proactive HR Business Partner to support employees, managers, and business leaders across multiple locations in the United States and Canada. The role combines hands-on HR support and business partnership, with responsibilities spanning manager enablement, performance management, leadership development, leave administration, employee relations, and organizational effectiveness. The successful candidate will provide practical HR guidance, build effective relationships, exercise sound judgment, and support organizational objectives. The position partners with HR leadership and business leaders on manager training, talent development, succession planning, retention, and organizational effectiveness. It administers employee leaves and accommodations, supports performance management and employee relations, analyzes workforce data, contributes to HR projects and policy development, and helps ensure compliance with applicable U.S. and Canadian employment laws and reporting requirements. The role also maintains accurate leave information in Dayforce and coordinates with Payroll and Total Rewards as needed. Applicants must be authorized to work for any employer in the U.S. Cologix is unable to sponsor or transfer employment visa sponsorship, including CPT/OPT. The role offers a salary range of $95,000–$120,000 per year and eligibility for an annual bonus. Individual compensation depends on experience.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent relevant experience.
At least 7 years of progressive HR experience, with a strong background in manager development, performance management, and business partnering.
Demonstrated ability to advise and influence managers and business leaders while handling sensitive employee matters with discretion and sound judgment.
Experience supporting talent management, organizational development, and employee engagement initiatives.
Strong understanding of employment laws and HR practices in the United States and Canada.
Strong analytical, problem-solving, communication, and relationship-building skills, including the ability to interpret workforce data and recommend actionable solutions.
Ability to manage competing priorities and balance day-to-day HR responsibilities with longer-term initiatives.
Proficiency in Microsoft Office, particularly Excel and PowerPoint.
Authorization to work for any employer in the United States; employment visa sponsorship or transfer, including CPT/OPT, is not available.

Nice To Haves

Experience with Dayforce or a comparable HRIS.
SHRM-CP, SHRM-SCP, PHR, SPHR, or an applicable Canadian HR designation.
Conversational or fluent French language skills.
Experience supporting geographically dispersed or multi-site operations.

Responsibilities

Assist in developing and delivering manager training in collaboration with HR leadership.
Identify opportunities to improve team effectiveness and support consistent application of HR policies and procedures.
Manage and administer employee leaves of absence across the United States and Canada, including FMLA, state and provincial leave programs, disability-related absences, and other applicable leaves.
Serve as the primary contact for employees and managers regarding leave eligibility, documentation, leave status, and return-to-work processes.
Coordinate workplace accommodations and return-to-work arrangements in accordance with applicable laws and company policies.
Maintain accurate leave records and employee status information in Dayforce, monitor leave timelines, and coordinate with Payroll and Total Rewards as needed.
Partner with leadership to identify talent development needs, high-potential employees, and opportunities to improve organizational effectiveness.
Support talent reviews, succession planning, employee development, and retention initiatives with HR leadership.
Evaluate exit feedback and turnover trends to identify retention risks and recommend improvements to the employee experience.
Support HR initiatives such as employee engagement surveys, policy development, organizational design, and process improvements.
Analyze workforce metrics, including turnover, retention, engagement, and performance trends, and recommend improvements.
Support development, implementation, and consistent application of HR policies and programs across the United States and Canada.
Coordinate federal, state, provincial, and other applicable regulatory reporting, collaborating with internal stakeholders to ensure accurate and timely submissions.
Monitor employment law and regulatory changes, provide compliance guidance to managers, and identify potential impacts on HR policies and practices.
Assist with employee relations activities, recommend resolutions, and escalate complex or sensitive matters as needed.
Promote a positive workplace culture through consistent HR policy application, effective communication, and employee engagement.
Coordinate and administer performance management processes to ensure consistent implementation across the organization.
Analyze performance trends and partner with leadership to address challenges, promote accountability, and support employee development.
Perform other related duties as assigned to meet the ongoing needs of the organization.
Follow company information security, cybersecurity, privacy, and environmental management policies, procedures, and standards; support conformance with the ISMS and EMS; report relevant incidents, vulnerabilities, risks, and non-conformities; and participate in improving information security and environmental performance.