Human Resources Business Partner II

Vida HR•Fort Collins, CO

About The Position

The Human Resources Business Partner II provides high-quality HR consultation and administration services. The role supports the Colorado market and remote clients in other geographic locations. It serves as the primary contact for assigned PEO/HRO clients, advises client management, and works with internal teams to address client needs and maintain satisfaction. The position handles employee relations matters, workplace investigations, performance management guidance, onboarding, FMLA administration, training, exit interviews, compliance support, and HR policy interpretation. It also contributes to workforce planning, restructures, succession planning, compensation and total rewards, client health checks, new-client implementation, and follow-up on compliance audit actions. Occasional to sometimes frequent travel to client locations may be required for on-site incidents or meetings. This is a full-time, exempt position with a salary range of $72,500–$85,000.

Requirements

At least 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 develop a thorough understanding of assigned clients' organizational hierarchies, jobs, qualifications, compensation practices, and related administrative practices.
Excellent time-management skills and a proven 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 for on-site HR incidents or 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 system issues, and collaborate with the Client Success Manager to support client satisfaction.
Consult with client management teams and provide appropriate HR guidance.
Analyze HR trends and metrics with the HR Team to develop solutions, programs, and policies.
Manage and resolve complex employee relations issues under the guidance of the Regional Manager, Human Resources, and Director, Employee Relations.
Conduct workplace investigations, report investigative results, and take appropriate action based on those results.
Maintain knowledge of employment-law requirements relevant to day-to-day employee management, risk reduction, and regulatory compliance.
Provide client managers with day-to-day performance management guidance, including coaching, counseling, career development, and disciplinary actions; draft related documents upon request for client review and use.
Manage the new-hire onboarding process in collaboration with the Onboarding team.
Manage FMLA processes, 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 assigned clients, analyze turnover reasons, and recommend ways 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 areas 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.