HR Business Partner

Epika Fleet Services, Inc.•,

6d•$70,000 - $90,000•Hybrid

About The Position

The HR Business Partner (HRBP) serves as a strategic and hands-on partner to business leaders across a geographically dispersed workforce. This role will translate business strategy into effective people strategies, combining strong critical thinking and sound judgment with the ability to influence and build trust across all levels of the organization. The HRBP owns the full employee lifecycle, driving employee engagement, executing talent strategies and enhancing organizational capability. They are an influential partner for all organizational levels and deliver a full range of HR support that drives organizational objectives and business outcomes through close collaboration with leadership. This role bridges HR and business operations, providing data-driven insights and solutions that optimize workforce performance, strengthen culture, and support sustainable growth.

Requirements

Bachelor's degree in Human Resources, Business Administration, or related field required.
5+ years of progressive HR experience, including experience operating as an HR Business Partner supporting a multi-site or dispersed workforce.
Demonstrated, hands-on experience with employee engagement, employee relations, and talent management.
Working knowledge of employment law, including FMLA, ADA, FLSA, and applicable state regulations.
Ability to think strategically and anticipate future trends, needs, and expectations.
Ability to influence and challenge others in an appropriate manner, with proven conflict management skills.
Ability to analyze and interpret data to build a business case, paired with strong written communication and public speaking skills.
Demonstrated ability to work in a geographically dispersed and matrix organization while maintaining confidentiality of information.
Strong PC and MS Office skills, with specific emphasis on intermediate Excel and PowerPoint.
Ability to prioritize, organize, and manage multiple projects while exercising sound judgment and initiative.
Comfortable working independently and with travel to support a dispersed workforce.

Nice To Haves

SHRM-CP/SHRM-SCP or PHR/SPHR certification preferred.

Responsibilities

Serve as a trusted advisor and thought partner to site and functional leaders, translating business needs into HR strategy across a dispersed, multi-location workforce.
Influence and coach managers on people decisions, difficult conversations, and change management, building credibility and buy-in across teams that don't report directly to this role.
Participate in development of departmental goals, objectives, and systems.
Travel to remote or satellite locations as needed to build relationships and address on-site HR needs.
In partnership with field leaders and senior HR leadership, establish and implement robust employee engagement initiatives to drive high levels of employee retention.
Consistently analyze turnover data and partner with appropriate field leaders to address areas of concern.
Lead employee relations efforts, including investigations, conflict resolution, performance management guidance, and policy interpretation, exercising sound judgment on complex or ambiguous situations.
Review and analyze employee relations frequency and issue themes and partner with field leaders to identify appropriate countermeasures.
Ensure compliance with company policies, procedures, and applicable employment laws, maintaining knowledge of legislative changes and communicating requirements to client group(s).
Manage leave-of-absence processes (FMLA, ADA, state leave), coordinating with the Benefits and Legal teams as appropriate.
Support talent management processes, including talent planning, performance calibration, compensation processes, and workforce planning to ensure consistent employee experience across all locations.
Plan and implement strategies to address talent gaps and build organizational capability.
Partner with leaders and Talent Acquisition teams to ensure people strategies enable the attraction, development, and retention of top talent.
Serve as final interviewer for all Salaried positions.
Provide day-to-day HR guidance to managers on employee management, policies, processes, and practices.
Address employee questions and inquiries in a timely manner (i.e., policies, benefits, etc.), escalating more complex issues to HR leadership or SMEs.