Human Resource Business Partner

Miller's Ale House•Orlando, FL

1d•Onsite

About The Position

Miller's Ale House is seeking a dynamic and business-focused Human Resources Business Partner (HRBP) to serve as a strategic partner to Operations leadership and champion initiatives that drive organizational success. Supporting a designated geographic region, the HRBP provides proactive HR consultation and expertise across the employee lifecycle, aligning talent strategies with business objectives while fostering an engaging, high-performing workplace culture. Reporting to the Sr. HR Business Partner, the HRBP partners closely with Operations leaders and cross-functional teams, including Payroll, Talent Acquisition, Training, Benefits, Risk Management, and other Human Resources Centers of Excellence to deliver solutions that support operational excellence and business growth. The HRBP advises leaders on talent management, performance management, employee relations, organizational effectiveness, compensation, leadership development, workforce planning, change management, and compliance with employment laws and company policies. This role also analyzes workforce trends and key metrics to identify opportunities, mitigate risk, and recommend people-focused strategies that improve engagement, retention, and overall business performance. Based at the Restaurant Support Center in Orlando, Florida, the HRBP serves as a trusted advisor and influential partner to field leadership, balancing strategic business objectives with the employee experience. Through sound judgment, collaboration, and a commitment to Miller's Ale House values, the HRBP helps cultivate a workplace where leaders, Team Members, and the business can thrive.

Requirements

Three (3) or more years of progressive Human Resources experience, including Human Resources Business Partner or equivalent generalist experience supporting business leaders.
Demonstrated ability to coach, influence, and develop leaders at multiple levels of the organization, providing sound judgment and practical HR guidance.
Comprehensive knowledge of federal, state, and local employment laws and regulations, with experience applying employment law principles to employee relations, performance management, and workplace compliance.
Strong interpersonal, consultation, negotiation, conflict resolution, and problem-solving skills, with the ability to navigate complex and sensitive employee matters.
Excellent verbal and written communication skills, with the ability to build credibility and establish effective partnerships across all levels of the organization.
Ability to analyze workforce trends and HR data to develop recommendations that support business and talent objectives.
Proficiency with Human Resources Information Systems (HRIS), preferably UKG Pro (formerly UltiPro), and Microsoft Office Suite, including Word, Excel, PowerPoint, and Outlook.
Ability to maintain the highest level of confidentiality and exercise sound judgment in managing sensitive employee and business information.
Bachelor's degree in Human Resources, Business Administration, or a related field required; equivalent combination of education and relevant professional experience may be considered.

Nice To Haves

Professional Human Resources certification (SHRM-CP, SHRM-SCP, PHR, or SPHR) preferred.
Bilingual (English/Spanish) preferred.

Responsibilities

Maintain a thorough understanding of federal, state, and local employment laws and regulations, applying this knowledge to support day-to-day employment decisions, mitigate legal risk, and ensure organizational compliance.
Monitor changes in employment laws and regulations, communicating emerging legal requirements and partnering with the Sr. HR Business Partner to evaluate impacts, develop policies, and implement compliant business practices.
Conduct audits of employment-related processes, records, reports, and required notices to ensure accuracy, timely completion, and compliance with company policies and applicable laws.
Evaluate employment practices and operational processes to identify compliance risks, recommend corrective actions, and partner with business leaders to implement sustainable solutions.
Escalate significant or high-risk compliance concerns to the Sr. HR Business Partner, providing recommendations to address identified issues, reduce future risk, and strengthen compliance practices.
Partner with Senior Operations Leadership to communicate compliance expectations, provide education and guidance, and validate ongoing adherence to company policies, employment laws, and regulatory requirements.
Partner with business leaders to provide comprehensive HR support across the employee lifecycle, including talent acquisition, onboarding, workforce planning, performance management, employee relations, compensation, training and development, health and safety, succession planning, retention initiatives, recognition programs, and other people strategies that support business objectives.
Serve as a trusted advisor to leaders by providing coaching and guidance on performance management, policy interpretation, employee development, organizational effectiveness, and complex people matters.
Assess performance concerns and recommend appropriate corrective action, coaching, performance improvement plans, disciplinary measures, and other employment actions to ensure consistency, fairness, and compliance with company policies and employment laws.
Collaborate effectively with business leaders and cross-functional stakeholders to develop and implement strategies and programs that attract, develop, engage, reward, and retain high-performing talent while fostering a positive and inclusive workplace culture.
Conduct thorough, objective, and confidential employee relations investigations; identify root causes, provide recommendations for resolution, and independently manage employee relations matters or escalate complex or high-risk issues to the Sr. HR Business Partner, as appropriate.
Support and execute key HR initiatives, including performance review processes, goal setting, compensation planning, talent reviews, succession planning, recognition programs, organizational changes, and other strategic people initiatives that drive business and talent outcomes.
Partner with Multi-Unit Operations Leaders to align people strategies with business objectives, providing proactive HR consultation and support that drives operational and organizational success.
Support restaurant operations by identifying workforce challenges, diagnosing root causes, recommending practical solutions, and coordinating appropriate HR resources to achieve business goals.
Foster effective two-way communication by ensuring consistent, timely, and transparent communication practices throughout assigned restaurant locations and support teams.
Maintain the highest level of confidentiality and professionalism when handling sensitive employee, business, and organizational information.
Stay current on Human Resources best practices, employment law, and industry trends by participating in professional development, continuing education, and other learning opportunities.
Travel up to 20%, as needed, to support assigned restaurant locations, business initiatives, training, investigations, and organizational needs.