Human Resources Business Partner

FOUR SEASONS MASTER•Bedford Park, IL

12d•$70,000 - $90,000•Hybrid

About The Position

Four Seasons Heating & Air Conditioning, the largest and fastest growing HVAC company in the market, is seeking a motivated HR Business Partner ready to make an impact. You’ll lead the way in empowering our people and directly impact the future of our organization. Position Summary: The Human Resources Business Partner (HRBP) serves as a strategic partner to front-line leaders and employees, helping align human resources initiatives with organizational goals. The HRBP provides guidance and support in talent acquisition, talent management, employee relations, performance management, employee engagement, and compliance. This position develops strong partnerships with leaders and employees to promote a positive work environment, enhance organizational effectiveness, and ensure HR programs support business objectives.

Requirements

Bachelor's degree in Human Resources, Organizational Development or related field is required.
Certificated SHRM-CP (Certified Professional), and/or PHR (Professional in Human Resources) from HRCI.
8+ years of progressive Human Resources experience with at least 3 years in a generalist role.
Intermediate experience with Microsoft Office products; Word, Excel, and PowerPoint.
Strong knowledge of employment laws, HR best practices, and compliance requirements.
Excellent employee relations and conflict resolution skills with exceptional verbal and written communication skills.
Ability to build credibility and strong working relationships at all organizational levels.
Strong business acumen and problem-solving capabilities with proficiency in HRIS systems and HR analytics.
Excellent coaching and consultation skills with ability to maintain confidentiality and exercise sound judgment.
Ability to manage multiple priorities in a fast-paced environment.

Nice To Haves

Prior HR experience in skilled trade, construction, or home-services industry is preferred.
Bilingual English and Spanish and/ or English and Polish strongly preferred.

Responsibilities

Ensure compliance with federal, state, and local employment laws and regulations and company policies.
Assist with development of operating procedures, policy development and handbook maintenance.
Serve as the primary HR point of contact for line of service and front-line field operations managers.
Address and resolve employee relations matters, including complaints, conflicts, and performance concerns.
Interpret and explain HR policies, procedures, and employment law to managers and employees.
Coach and train frontline/field managers on interviewing, performance management, and disciplinary processes.
Manage talent acquisition for office roles; confirm job description, job requisitions, post roles and source candidates.
Alongside management and marketing; leverage social media platforms, recruiting kits, brochures and materials.
Partner with hiring managers on interviewing, assessments, and candidate selection processes for professional roles.
Partner with the skilled labor recruiter to help and serve as backup as needed or requested.
Manage the employee offer process; draft and obtain signed offer letters, job descriptions, contracts based on role.
Coordinate pre-employment background checks, references and licensing/credential verifications.
Establish and participate in new-hire onboarding and orientation processes, ensuring positive employee experience
Assist with benefits questions and administration for new hires, life events, and during open enrollment periods.
Maintain accurate HR records and documentation in HRIS, SharePoint and other systems.
Conduct new hire surveys, exit interviews and manage termination processes and documentation.
Assist with employee engagement initiatives including rewards and recognition programs, and events.
Assist with annual performance review processes including goal setting and merit cycles.
Manage transfer and promotion processes; offer letters, job description, training and orientations as needed.
Analyze turnover and workforce data and recommend retention or recruiting strategies
Partner with the Safety team to support workplace safety initiatives, incident investigations, corrective actions.