HR Business Partner

RYSE Up Sports Nutrition LLC•Prosper, TX

22h•$80,000 - $95,000

About The Position

We are looking for a strategic and people-focused HR Business Partner (HRBP) to align our human resources initiatives with business objectives. The HRBP will act as a trusted advisor to leadership and employees, driving talent strategy, organizational development, and workforce planning. This role requires a blend of strategic thinking and hands-on execution to support a high-performing, engaged workforce.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field.
5+ years of progressive HR experience, including at least 2 years in an HRBP or generalist role supporting groups of 50+.
Strong knowledge of employment law, HR best practices, and compliance requirements.
Demonstrated experience managing employee relations issues with sound judgment and discretion.
Excellent interpersonal, communication, and stakeholder management skills.
Ability to build trusted relationships with leaders at all levels of the organization.
Strong analytical skills with the ability to leverage HR data to inform decisions.

Nice To Haves

Master's degree in HR, Organizational Development, or related field.
HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP).
Experience supporting a fast-paced, growth-oriented business.
Familiarity with ADP and Netsuite.

Responsibilities

Partner with Company leaders to understand organizational goals and translate them into effective HR strategies and workforce plans.
Serve as a primary point of contact for managers and employees on HR-related matters, including performance management, employee relations, and policy interpretation.
Provide coaching and guidance to people managers on leadership development, team dynamics, and performance improvement.
Lead and support organizational design, workforce planning, and succession planning efforts.
Partner with Company leaders to forecast hiring needs and support recruitment for key roles.
Analyze HR metrics and trends (turnover, engagement, performance) to recommend proactive solutions.
Manage employee relations issues, including investigations, conflict resolution, and disciplinary actions, ensuring compliance with employment law and company policy.
Support compensation and benefits planning, including salary reviews, promotions, and job leveling.
Champion employee engagement and culture initiatives within the business unit.
Drive change management efforts for organizational transitions, restructures, or process improvements.
Ensure compliance with local, state, and federal employment laws and regulations.
Process payroll ensuring accuracy and timeliness in coordination with Payroll/Finance. Maintain employee files.