Human Resources Business Partner I

Hillman•Forest Park, OH

1d•Onsite

About The Position

The Human Resources Business Partner I provides essential operational support to the HRBP Sales team while also serving as the dedicated HRBP for a designated client group. This role combines high-volume HR operational work – such as onboarding coordination, HRIS updates, case triage, and documentation – with foundational HRBP responsibilities including leadership guidance, employee relations, and performance management support. Designed for a growing HR professional, this role strengthens the employee experience, ensures reliable execution of core HR processes, and builds HRBP capability while lending support to the broader Sales organization. This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee. Duties, responsibilities, and activities may change, or new ones may be assigned at any time with or without notice. Employees are expected and encouraged to participate in safety and health program activities including immediately reporting hazards, immediately reporting unsafe work practices and incidents to supervisors, wearing required personal protective equipment, and participating in and supporting safety committee activities.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field preferred.
1–3 years of HR experience in HR operations, HR coordination, HR generalist, or similar roles.
Experience working in HR systems, with comfort navigating both HRIS and case-management workflows.
Strong administrative and organizational skills with exceptional attention to detail.
Understanding of employment laws and HR best practices.
Strong communication and interpersonal skills; able to build trust with employees and leaders.
Ability to manage multiple priorities and maintain accuracy under high volume.
Solutions‑oriented approach; comfortable navigating ambiguity.
Discretion and sound judgment in handling sensitive information.

Nice To Haves

Familiarity with multi‑state employment practices and compliance a plus.

Responsibilities

Maintain accurate employee files, I‑9 documentation, reporting, and records in compliance with legal and company standards.
Process HRIS updates, job changes, onboarding tasks, and lifecycle transactions.
Partner with Payroll, TA, Leave Management, and HRIS teams to resolve routine questions and issues (pay, timekeeping, hiring workflows, leave status, etc.).
Coordinate and lead new hire onboarding, including orientation, document collection, system activations, and Day 1 support.
Maintain onboarding materials and recommend improvements to enhance employee experience.
Support leaders with communication, engagement initiatives, recognition programs, and surveys.
Serve as the initial point of contact for employee and manager questions related to HR policies, pay, benefits, timekeeping, and general inquiries.
Provide accurate and timely guidance; escalate complex issues to senior HRBPs or appropriate COEs.
Support leave-of-absence and accommodation workflows in partnership with the LOA team.
Help employees and managers navigate HR systems and self-service tools.
Serve as the dedicated HRBP for a specific function within the Sales organization.
Provide basic coaching to managers on policies, performance expectations, feedback, and employee lifecycle actions.
Support goal setting, mid-year/annual review processes, and performance documentation.
Identify trends within the group (turnover, attendance, engagement) and share insights with leadership.
Assist with low-complexity employee relations matters; escalate high-risk or sensitive issues.