Human Resources Business Partner II

Vida HR•Fort Collins, CO

2d•$72,500 - $85,000

About The Position

The Human Resources Business Partner II provides high-quality Human Resources consultation and administration services. The position supports the Colorado market and remote clients in other geographic locations, serving as the primary HR contact for assigned PEO/HRO clients and partnering with client management, the Client Success Manager, and internal HR teams. The role provides guidance across employee relations, compliance, performance management, onboarding, leave administration, training, compensation, and workforce planning. It also leads or contributes to HR projects and completes client implementation, health-check, and audit follow-up activities. Occasional to sometimes frequent travel to client locations is required to address on-site HR incidents or attend client meetings; mileage is tracked for reimbursement. The position is full-time and exempt, with a salary range of $72,500 to $85,000.

Requirements

Minimum of five years of progressive HR experience.
Working knowledge of multiple HR disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and applicable federal and state employment laws.
SHRM Certified Professional (SHRM-CP) or PHR certification required.
Excellent verbal and written communication skills.
Excellent interpersonal and customer service skills.
Excellent organizational skills and attention to detail.
Ability to research, comprehend, interpret, and apply applicable laws, guidelines, regulations, ordinances, and policies.
Ability to acquire a thorough understanding of assigned clients’ organizational hierarchies, jobs, qualifications, compensation practices, and related administrative practices.
Excellent time-management skills and a demonstrated ability to meet deadlines.
Strong analytical, critical-thinking, and problem-solving skills.
Proficiency with Microsoft Office Suite and/or related software.
Occasional to sometimes frequent travel to client locations to address on-site HR incidents or attend client meetings.

Nice To Haves

Bachelor’s degree preferred; relevant experience may be substituted.

Responsibilities

Serve as the main point of contact for assigned PEO/HRO clients, identify potentially beneficial services, facilitate assigned service implementations, submit support tickets for client system issues, and work with the Client Success Manager to support client satisfaction.
Consult with assigned client management teams and provide appropriate HR guidance.
Analyze trends and metrics with the HR Team to develop solutions, programs, and policies.
Under the guidance of the Regional Manager, Human Resources, and Director, Employee Relations, manage complex employee relations issues and workplace investigations; report investigative results and take appropriate action.
Maintain knowledge of legal requirements concerning employee management, legal risk reduction, and regulatory compliance, including FLSA and state-specific wage and hour laws and disability programs.
Provide day-to-day performance management guidance to client management personnel, including coaching, counseling, career development, and disciplinary actions; draft related documents for client review and use upon request.
Manage the onboarding process for new hires in collaboration with the Onboarding team.
Manage the FMLA process, including tracking and compliance.
Coordinate training for managers and employees on employment practices, policies, HR compliance, performance management, conflict resolution, and other employee relations topics.
Conduct exit interviews for employees leaving assigned clients, analyze turnover reasons, and suggest solutions to improve regrettable turnover.
Coordinate with the Compliance Department to ensure required federal and state labor posters are posted at assigned physical business locations and remote locations.
Lead HR projects related to this function or other aspects of HR Operations.
Provide HR policy guidance and interpretation in collaboration with senior HR management and the Compliance Department as needed.
Provide guidance and input on business unit restructures, workforce planning, and succession planning.
Provide guidance and input on compensation and total rewards, develop these practices for assigned clients, and lead compensation and total rewards projects with HRBP I staff.
Complete monthly Client Health Check actions, follow-up, and documentation for assigned clients, and participate in scheduled bi-monthly discussions.
Complete assigned new-client implementation tasks in the project management tool, including marking completed items.
Complete identified action items and follow-up from Compliance Department audits for assigned clients.
Perform other related duties as assigned.