HR Business Partner, Southwest

Crash Champions•, AZ

20d•$75,000 - $105,000

About The Position

Crash Champions is hiring an HR Business Partner to support an Operations VP and their market by connecting people strategy to business outcomes. This field-based partnership role is designed for someone who works closely with leaders and teams in the market, building trust and using business insight to influence retention, leadership, and team performance. The role spends the majority of its time in the market and is expected to contribute directly to business results, not only provide HR support. It reports to a Director of HR Business Partners, who acts as a player-coach and supports the employee’s development. The company describes a clear path for growth based on performance and impact. The work is balanced across business partnership (approximately 40%), talent management (approximately 30%), employee relations (approximately 15%), and HR operations (approximately 15%). The HR Business Partner advises the Operations VP, develops leadership bench strength, manages employee relations matters, and consistently executes core HR processes.

Requirements

3 to 5 years of HR Business Partner or generalist experience in a multi-site, field-based environment.
Experience building strong relationships with operational leaders and influencing outcomes.
Solid employee relations experience, including investigations and disciplinary actions.
Strong business acumen and the ability to connect people decisions to performance outcomes.
Comfort using data to identify trends and inform action.
Valid driver’s license and ability to travel regularly within the market, including 25 to 40 percent overnight travel.

Nice To Haves

Experience with leadership assessments or development tools.
Bachelor’s degree in HR, Business, or a related field preferred.

Responsibilities

Advise the Operations VP, participate in leadership discussions, and connect people strategy to business outcomes.
Drive retention efforts by identifying risks and developing targeted action plans.
Build and maintain visibility into leadership bench strength among General Managers and Operational Directors.
Conduct structured development conversations and support ongoing leadership growth.
Manage employee relations matters with sound judgment, consistency, and a focus on root causes.
Proactively review terminations to ensure alignment and reduce risk.
Use data to identify trends and connect them to specific business or leadership behaviors.
Execute core HR processes, including performance management, policy communication, and compliance.
Maintain a consistent presence in the market to build credibility with frontline teams and leaders.