HR (Human Resources) Business Partner

Built Technologies•Nashville, TN

5d•Remote

About The Position

Built is seeking an HR Business Partner with real HRBP experience and a genuine curiosity about AI's potential in the people function. This role will own a company-wide book of business, work directly with the VP, People, and leverage all available tools, including AI, to deliver a faster, sharper, and more human HR experience. This is a high-visibility position with a clear growth path, offering the opportunity to take on broader strategic responsibilities and elevate the People team's operations.

Requirements

Bachelor's degree (or equivalent) and 4-8+ years of progressive HR experience.
At least 2+ years in an HRBP or business-facing HR role.
Demonstrated ability to handle complex employee relations matters independently.
Sound judgment and comfort with ambiguity.
Exceptional relationship-building skills; ability to be a trusted advisor to leaders and employees.
Ability to communicate with clarity, empathy, and authority.
Proficiency in HR data analysis and reporting; ability to use data to inform recommendations and tell compelling stories.
Strong business acumen, understanding of how the business makes money, drivers of organizational performance, and the connection between talent decisions and results in a SaaS fintech context.

Nice To Haves

SHRM-CP or PHR certification preferred.
Experience with Rippling or comparable HRIS.
Experience in a high-growth SaaS or fintech company is strongly preferred.

Responsibilities

Serve as the primary day-to-day HR contact for managers and employees across Built, managing the full employee lifecycle.
Build trusted relationships with people leaders, acting as a proactive resource.
Translate feedback from client groups into actionable insights for the VP, People regarding team health, manager capabilities, and retention risks.
Partner with the Sr. HR Generalist and VP, People to align field-level observations with company-wide programs.
Independently manage Employee Relations (ER) cases, including intake, investigation, documentation, recommendation, and resolution.
Escalate ER cases appropriately when legal, compliance, or executive-level exposure is present.
Identify patterns in ER cases and provide recommendations for improvement to the VP, People.
Coach managers on performance conversations, feedback delivery, and people decisions to enhance their capabilities.
Guide managers through corrective action and disciplinary processes with consistency and sound judgment.
Support manager onboarding and ongoing development.
Assist managers in navigating AI-augmented team structures, including evolving role definitions and workforce design shifts.
Lead the execution of cyclical People programs such as performance reviews, engagement survey action planning, calibrations, and compensation cycle support.
Contribute to workforce planning and headcount scenario discussions in partnership with Finance and Talent Acquisition.
Identify and propose solutions for organizational design issues like role clarity gaps and team structure misalignment.
Actively use AI tools to expedite routine tasks such as drafting communications, synthesizing data, building manager resources, and preparing for difficult conversations.
Design AI-assisted approaches for recurring People team work, creating shareable prompts, templates, or playbooks.
Apply critical judgment to verify AI output before acting on it.
Partner with Talent Acquisition on role scoping, leveling decisions, and hiring process consistency.
Collaborate with the Sr. HR Generalist to ensure seamless program execution and employee experience across the People team.
Provide informal guidance to the HR Generalist on ER handling and process execution.