HRBP (UKG, Multi-Site, M&A)

livingHR•Tampa, FL

About The Position

The HR Business Partner (HRBP) is the primary HR point of contact for the organization's portfolio companies, working directly with local business leaders and the corporate Business Operations leader assigned. The HRBP handles day-to-day HR operations — employee relations, compliance resolution, and post-integration HRIS and payroll training — while building feedback channels that surface field-level insights back to the corporate HR team. This role supports a multi-thousand-employee distributed workforce spanning a growing portfolio of businesses. Given the company's active acquisition pace, the HRBP regularly onboards newly integrated members and guides each through the transition from integration into stable, steady-state operations.

Requirements

Bachelor's degree in Human Resources, Business Administration, or related field required
5+ years of HRBP experience
Experience supporting multi-site or multi-state organizations required
Working knowledge of multi-state employment law, with the judgment to know when to escalate to legal versus handle in the field
Hands-on UKG experience (Pro and/or Workforce Management) — comfortable navigating the system, troubleshooting manager and employee issues, and explaining functionality to non-technical users
Demonstrated ability to manage employee relations cases end-to-end, including investigations, documentation, and disciplinary actions across distributed locations
Experience in M&A-driven environments — comfortable absorbing newly acquired entities, working with founder-led operators, and supporting integration-to-steady-state transitions
Strong operating partnership skills — able to function as a working member of a business leadership team, not just an HR resource called in for problems
Direct, clear communication with leaders, managers, and frontline employees, including the ability to deliver difficult messages without ambiguity
Comfort with decentralization and ambiguity — portfolio businesses vary widely, and the HRBP adapts rather than imposes uniformity where it isn't needed
Practical analytical skills — can pull data from HRIS systems, identify trends in turnover or compliance, and bring observations back with a recommendation
Ability to manage a portfolio of businesses at different maturity stages and prioritize attention effectively
High integrity and discretion when handling sensitive employee and business information

Nice To Haves

Experience supporting acquired businesses post-close, including post-merger integration and partnering with founder-led operators
Background as an embedded or partner-facing HRBP supporting business unit leaders directly
Experience managing HR across geographically distributed locations without daily in-person presence
Experience in multi-location, multi-brand environments with decentralized field operations
Familiarity with seasonal and part-time workforce populations
Hands-on experience with UKG Pro and/or UKG Pro Workforce Management
SHRM-SCP, SPHR, or equivalent certification

Responsibilities

Serve as the primary HR point of contact for assigned portfolio companies, working alongside local managers and the corporate BizOps leader as an extension of their leadership team
Represent corporate HR to portfolio company managers and employees post-integration — fielding questions, routing issues, and maintaining a visible, trusted presence in the field
Partner with BizOps leaders to implement organizational changes, including operating model shifts, role redesigns, and cultural interventions, ensuring they land smoothly with managers and employees
Keep corporate HR leadership informed on field conditions, emerging issues, and portfolio company-level developments across the assigned portfolio
Manage employee relations matters end-to-end, including investigations, conflict resolution, disciplinary actions, and corrective action across distributed locations
Own compliance issue resolution flagged by corporate HR or surfaced through HRIS monitoring, working with portfolio company leadership to remediate
Participate in cross-functional task forces addressing recurring or systemic compliance issues
Ensure consistent application of HR policies and practices across the assigned portfolio company
Deliver HRIS training and rollout communications to portfolio company managers and employees for new modules, SOPs, and system process changes
Provide ongoing user support and troubleshooting at the portfolio company level; escalate system or configuration issues to the appropriate corporate resource
Serve as the primary feedback channel on gaps in SOPs, training materials, or system configuration uncovered through field use
Build structured feedback channels with portfolio company employees to surface what is and isn't working at the ground level
Bring field-level patterns and signals back to the broader HR team to drive improvements to SOPs, training, and HR services
Identify and escalate workplace culture or operational issues that warrant corporate HR attention
Analyze feedback data to spot trends and develop actionable recommendations that improve the overall employee experience
Lead annual talent planning — identifying critical roles to add, retention risks, high-performer development opportunities, and management bench strength against each portfolio company's operating plan
Drive seasonal workforce planning — sizing W-2 and 1099 hiring needs for peak programming cycles and ensuring recruiting capacity is in place
Build succession and key-person risk plans for GMs, lead coaches, and other roles where founder or single-person dependency creates business risk
Flag compensation drift from market and recommend org structure adjustments as portfolio company grow
Identify and implement improvements to labor and staffing models alongside BizOps leaders to ensure financial targets are met and people operations remain efficient