HR Business Partner (HRBP)

Clickstop•Urbana, IA

1d•Hybrid

About The Position

The HR Business Partner builds strong relationships with managers, understands their teams and business needs, and helps leaders take meaningful action around employee engagement, performance, development, and employee relations. This role also leads an HR Generalist, working in tandem to provide effective and reliable HR support across the organization. Clickstop is looking for top talent to join our Engagement Team as an HR Business Partner!

Requirements

Great leadership rooted in employee engagement and what influences it.
Someone who is energized by partnering with managers and helping them become better leaders.
A proactive mindset—you prepare, anticipate, ask thoughtful questions, and identify opportunities rather than simply reacting to what is brought to you.
Strong coaching and influencing skills, including the confidence to challenge a manager’s thinking while maintaining a trusted relationship.
Sound judgment and the ability to balance employee experience, business needs, consistency, policy, and employment-related risk.
Strong employee relations and performance management experience.
The ability to recognize patterns, identify root causes, and improve processes rather than repeatedly solving the same problem.
Clear, practical communication that makes complex HR matters easier for managers and employees to understand.
Strong follow-through, discretion, and accountability when handling sensitive employee matters.
Curiosity, adaptability, and a continuous improvement mindset.
Commitment to high-quality work and alignment with Clickstop’s Core Values.
Must be authorized to work in the United States.
Employment is contingent upon the completion of a satisfactory background check.

Responsibilities

Aligning with Clickstop’s Core Values to drive our culture and business forward.
Building trusted relationships with managers and developing a strong understanding of their teams, goals, challenges, and people needs.
Preparing for manager conversations by identifying employee engagement, performance, development, and employee relations opportunities that deserve attention.
Coaching managers through performance concerns, conflict resolution, corrective action, terminations, policy violations, and other complex employee matters.
Providing training, guidance, and practical resources that help managers understand employment requirements and confidently handle their people responsibilities.
Leading and developing the HR Generalist while creating clear ownership and effective coordination between strategic manager partnership and day-to-day HR execution.
Conducting objective investigations, assessing employment-related risk, and helping managers make thoughtful, consistent, and well-documented decisions.
Serving as a resource for employees with workplace concerns that may affect engagement or performance.
Ensuring consistent application of company policies and federal, state, and local employment requirements.
Identifying recurring employee, manager, or process challenges and taking ownership of improving the systems behind them.
Supporting HR programs including compensation, benefits, leave, performance management, training, payroll, onboarding, unemployment claims, and other employee programs as needed.