Human Resources Business Partner

FIVE x 5

1d • $83,000 - $125,000 • Remote

About The Position

In this role, you will provide day-to-day and strategic people support for Fx5’s employees and leaders, delivering a best-in-class experience aligned with Fx5’s culture and operational needs. The work blends hands-on HR execution with strong relationship management, coaching capability, and sound judgment across the full HR lifecycle. Although fully embedded within the Fx5 team, the HRBP also interacts with the broader corporate systems and processes used across Volaris businesses. The role ensures accurate and timely HR operations, participates in required reporting and talent cycles, and collaborates with centralized teams when needed. It supports Fx5’s decentralized HR model while navigating the shared tools and standards that keep the organization aligned with corporate expectations. This position is built for continued growth, with a clear path toward expanded strategic partnership and future HR leadership responsibilities.

Requirements

• 5+ years of progressive HR experience, including at least 2 years as an HRBP, HR Generalist, or equivalent role supporting a multi-state, remote or distributed workforce.
• Experience handling employee relations, performance support, manager coaching, and other sensitive HR matters with sound judgment and discretion.
• Familiarity with structured talent processes, including performance cycles, development planning, job architecture, and compensation fundamentals.
• Experience using HRIS systems, reporting tools, and documented workflows to support accurate and timely HR operations.
• Experience collaborating with corporate shared services teams, including payroll, benefits, and systems support.
• Demonstrated capability aligned to Levels 2–3 of the HRBP RDM, indicating readiness for expanded strategic partnership and future HR leadership responsibilities.
• Operational Excellence: Brings a strong foundation in core HRBP responsibilities including talent acquisition, onboarding, performance support, employee relations, HRIS accuracy, and multi-state regulatory awareness. Consistently delivers timely, reliable, and well-organized HR work aligned to Fx5 standards.
• Communication & Influence: Communicates clearly across written, verbal, and presentation formats. Builds trust through transparency, active listening, and professionalism. Facilitates sensitive conversations and provides coaching that supports effective decision-making.
• Technical & Functional HR Mastery: Demonstrates working knowledge of employment law, investigations, documentation best practices, job architecture, and structured talent processes. Uses HRIS platforms, reporting tools, and people data to inform recommendations and support managers.
• Change Leadership & Adaptability: Thrives in a dynamic, remote-first environment. Adjusts well to shifting priorities, applies sound judgment in ambiguous situations, and embraces continuous improvement in HR practices and workflows.
• Relationship Building & Trust: Builds strong, credible relationships with managers and employees. Demonstrates fairness, confidentiality, empathy, and accountability. Serves as a steady partner during both routine and complex employee matters.
• Commercial Mindset: Understands how people programs, employee experience, and performance outcomes influence business results. Connects HR recommendations to Fx5’s operational goals, customer value, and organizational performance.
• Industry & Market: Develops a working understanding of Fx5’s SaaS model and the distillery and regulated beverage industry.
• AI & Innovation: AI & Innovation: Uses modern tools—including AI-enabled platforms—to streamline documentation, improve accuracy, and enhance reporting while following Fx5 policies, guidance, and ethical standards. Applies sound judgment to ensure tools are used responsibly and in service of better HR decision-making.

Nice To Haves

• Experience in SaaS, technology, or high-growth environments.
• Familiarity with organizational models that include shared services or corporate infrastructure.
• HR certification (PHR, SHRM-CP/SCP, or HCI) preferred but not required.
• Bachelor’s degree in human resources, business, or a related field preferred; alternatively, 7+ years of progressive HR experience covering employee relations, performance support, talent processes, and HR operations may substitute for a degree.

Responsibilities

• Maintain accurate HRIS records, workflows, and reporting in alignment with Fx5, group, and corporate standards.
• Prepare recurring and ad-hoc people analytics, dashboards, and insights to support business decision-making.
• Partner with centralized payroll, benefits, and technology teams to resolve employee issues and maintain a consistent employee experience.
• Draft, update, and maintain HR policies, SOPs, and employee-facing documentation, including handbook content and manager guidance.
• Participate in business operations, cross-functional cadences, planning sessions, and people-related initiatives.
• Demonstrate strategic thinking, influence, and judgment in support of successor-path readiness and broader HR leadership responsibilities.
• Support quarterly and annual talent cycles (Talent Intelligence), including scorecards, performance reviews, development planning, compensation inputs, and feedback processes.
• Partner with managers to coach on performance, development, and team effectiveness, guiding clear and values-aligned feedback conversations.
• Maintain the Fx5 job description library, ensuring accuracy, consistency, and alignment with role architecture, career ladders, and talent intelligence requirements.
• Conduct job analysis and partner with leadership on job scope, expectations, and role clarity to support organizational design, workforce planning, and headcount needs.
• Support compensation benchmarking and salary range evaluations in partnership with HR leadership to ensure internal alignment and external competitiveness.
• Analyze performance and engagement trends to identify risks and opportunities and recommend actionable solutions.
• Contribute to workforce planning, organizational changes, and succession discussions.
• Ensure fair, consistent, and values-aligned employee relations while enabling managers to navigate performance, accountability, and culture with confidence.
• Serve as a trusted, confidential partner to employees and leaders on sensitive workplace matters.
• Conduct or support thorough, objective investigations.
• Advise managers on coaching, corrective action, and accountability in alignment with Fx5 values and policies.
• Support engagement, recognition, learning, and culture programs that strengthen belonging and performance.
• Navigate multi-state employment laws and advise managers on actions that support compliance with Fx5 policies and regulatory requirements.
• Support role scoping, requisition creation, job postings, sourcing, screening, interview coordination, and offer processes.
• Guide hiring teams on structured, consistent evaluation aligned to Fx5’s competency and values model.
• Evaluate and coordinate external recruiting resources, ensuring their effective use in scaling hiring capacity and meeting strategic workforce needs.
• Design, facilitate, and continuously improve onboarding programs to ensure a structured, engaging, and effective new-hire experience that accelerates integration and long-term success.
• Collaborate with managers to ensure clear role expectations, training plans, and smooth transitions for new employees.

Benefits

• competitive base salary
• a market-leading discretionary bonus
• great benefits (including all of the usual things, plus pet insurance, an ESOP, and other optional benefits)
• regular social events
• great PTO allowances
• annual health & wellness and work-from-home stipend
• training
• development

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level