Human Resource Business Partner

OTG•Orlando, FL

12d•$65,000 - $75,000•Onsite

About The Position

The HR Business Partner is a strategic advisor to operations leadership, responsible for translating business strategy into actionable people strategies that drive measurable outcomes. This role sits at the intersection of talent, operations, and financial performance, ensuring the organization has the workforce, leadership capability, and culture required to scale and succeed. You will use data, business insight, and HR expertise to influence decision-making, optimize workforce performance, and strengthen organizational health.

Requirements

Bachelor’s degree in Human Resources, Business, or related field
3+ years of progressive HR experience, including HRBP or equivalent role
Experience in high-volume, frontline, or multi-site environments (hospitality, retail, or operations strongly preferred)
Demonstrated ability to influence leaders and drive business outcomes
Strong analytical skills with experience using data to inform decisions
Familiarity with HRIS platforms (Dayforce) and workforce management tools

Nice To Haves

Experience with employee relations, labor relations, and union environments preferred

Responsibilities

Partner with operations leaders to align workforce strategy with business goals, including growth, labor efficiency, and service excellence
Translate business priorities into people initiatives with measurable ROI
Influence leadership decisions using data, insights, and workforce trends
Develop and execute strategic workforce plans (headcount, structure, cost models)
Analyze labor performance, attrition, and productivity to identify opportunities for optimization
Partner with leaders to balance labor cost, service levels, and employee experience
Coach and develop frontline and senior leaders to improve performance, engagement, and accountability
Drive robust succession planning and internal mobility strategies
Identify critical roles and accelerate readiness of future leaders
Strengthen performance management practices, including goal-setting, feedback, and accountability
Support leaders in managing low performance and recognizing high performers
Drive initiatives that improve engagement, retention, and team effectiveness
Use HR analytics and dashboards to generate actionable insights on workforce trends
Monitor key metrics (turnover, absenteeism, productivity, engagement) and recommend solutions
Establish a data-driven approach to decision-making across the business
Serve as a trusted advisor on complex employee relations matters and risk mitigation
Manage investigations and ensure consistent, fair, and compliant outcomes
Partner with leadership and legal on union relationships, CBAs, and labor strategy
Support grievance processes and escalations where applicable
Lead and support organizational design, restructuring, and transformation initiatives
Drive adoption of new processes, systems, and ways of working
Ensure leaders are equipped to navigate change effectively
Ensure compliance with employment laws, policies, and regulatory requirements
Guide consistent application of HR policies and processes
Maintain best-in-class standards in documentation, investigations, and employee lifecycle management