HR Business Partner

A1 Garage Door Service•Phoenix, AZ

10d•$75,000 - $90,000•Hybrid

About The Position

The Human Resources Business Partner works closely with leaders and employees across assigned markets to solve people challenges, strengthen teams, and support business results. This is a hands-on role in a fast-moving, multi-state organization where priorities shift, situations are not always black and white, and practical judgment matters. Success requires someone who can learn the business quickly, adapt in real time, and move work forward without waiting for a step-by-step manual.

Requirements

At least two years of hands-on experience handling complex employee relations matters in an HR business partner, HR generalist, or similar role.
Required experience supporting employees and leaders across multiple states, including applying state-specific employment requirements in day-to-day decisions.
Working knowledge of employee relations, investigations, performance management, accommodations and leaves, compensation practices, organizational change, and federal and state employment laws.
The ability to assess risk, gather the right information, and make sound recommendations when the answer is not clearly addressed in a policy or process.
Strong written and verbal communication skills, including the ability to adjust your approach for frontline employees, managers, and senior leaders.
Strong organization, follow-through, and attention to detail while managing several urgent and competing priorities.
Comfort using HR systems, data, and Microsoft Office or similar tools to manage work, identify trends, and support decisions.
A bachelor's degree in human resources, business, or a related field is preferred; equivalent relevant experience will also be considered.
Ability to work a hybrid schedule after initial training is complete and adjust on-site availability based on business needs.
Ability to sit and work at a computer for extended periods and occasionally lift up to 15 pounds.

Nice To Haves

Adaptable and flexible. You remain effective when priorities, processes, or business needs change and can shift direction without losing momentum.
Comfortable with ambiguity. You can operate in the grey, use sound judgment, and make progress even when every detail has not been defined.
Open to feedback. You seek input, receive coaching without defensiveness, and adjust your approach as you learn more.
Resourceful and quick to learn. You learn through experience, ask thoughtful questions, find the right resources, and do not depend on a manual for every situation.
Practical and solutions-oriented. You understand that strong HR partnership requires balancing consistency and compliance with the realities of the business.
Approachable and credible. You build trust, communicate directly, protect confidentiality, and can respectfully challenge leaders when needed.
Calm and resilient. You stay composed during sensitive or high-pressure situations and help others move toward a clear next step.
Accountable. You take ownership, follow through on commitments, and communicate early when priorities or timelines need to change.

Responsibilities

Partner with leaders in assigned markets to understand business needs and provide practical, timely HR guidance.
Manage complex employee relations matters, including workplace concerns, performance issues, policy violations, and separations.
Conduct thorough, objective, and well-documented workplace investigations and recommend appropriate next steps.
Coach managers through performance management, corrective action, employee development, conflict resolution, and other day-to-day people decisions.
Interpret and apply company policies and federal, state, and local employment requirements across multiple states, partnering with legal counsel or other HR specialists when needed.
Support organizational changes, workforce planning, promotions, transfers, succession discussions, and other business-driven people initiatives.
Use workforce data, trends, and recurring employee issues to identify risks, recommend solutions, and improve programs or processes.
Build trusted relationships with employees and leaders while balancing employee experience, consistency, compliance, and business needs.
Identify coaching and training needs, partner with the appropriate teams on solutions, and follow through to confirm the intended results.
Contribute to HR projects and changing business priorities outside the usual scope of the role when needed.
Serve as a coach and resource to other members of the People team. This position does not currently have direct reports.