HR Business Partner

RideNow Group•Chandler, AZ

25d•Hybrid

About The Position

The Human Resources Business Partner (HRBP) will serve as the strategic advisor to leaders and employees across multiple locations and states for our power sports stores. This role aligns HR strategy with business goals and covers employee relations, talent management, performance, workforce planning, and compliance with federal, state, and local employment laws. The HRBP works with site and regional leaders to build engaged, high-performing teams and to keep practices consistent across the organization while adapting to local legal and cultural requirements.

Requirements

Bachelor’s degree in human resources, business administration, or related field, or equivalent experience.
5-7 years of progressive HR generalist or HRBP experience, including support for multiple sites and states
Working knowledge of federal and multi-state compliance and employment law.
Demonstrated experience in employee relations, conflict resolution, coaching and investigations with sound judgment and discretion with confidential information.
Strong business acumen and use of data-driven decision making with the ability to influence and coach leaders at all levels of the organization.
Clear written and verbal communication with cultural awareness and adaptability across all levels of the organization.
Proficiency with HRIS platforms preferably ADP, Google, and Microsoft Office.
Self-starter with high initiative, capable of working independently, managing competing priorities, and driving initiatives to completion with minimal supervision.
Proven ability to navigate ambiguity, thrive in evolving environments, and effectively lead organizational change and process adoption across teams.

Responsibilities

Serve as a trusted advisor to site leaders, regional managers, and executives on people strategy, organizational design, and change management.
Translate business objectives into HR initiatives, and use workforce data to identify trends, risks, and opportunities.
Contribute to annual planning, headcount forecasting, and succession planning for assigned sites.
Manage and investigate employee concerns, including complaints, harassment, discrimination, and performance issues, in a fair, timely, and well-documented manner.
Coach managers on progressive discipline, difficult conversations, terminations, and layoffs.
Foster a positive workplace culture and recommend and implement engagement and retention strategies at each site.
Ensure compliance with federal, state, and local employment laws, including FMLA, ADA, FLSA, Title VII, and state-specific requirements such as paid sick leave, pay transparency, meal and rest breaks, final pay timing, and predictive scheduling.
Advise on multi-state wage and hour issues, including exempt classification, overtime, and minimum wage variations.
Keep policies, handbooks, postings, and onboarding materials current and jurisdiction-appropriate.
Partner with Legal, Payroll, and outside counsel on audits, agency charges, and risk mitigation.
Partner with Talent Acquisition on recruiting strategy, hiring needs, and market competitiveness across regions.
Support onboarding, performance management cycles, calibration, and career development.
Identify training needs and work with Learning & Development on leadership and manager capability programs.
Support benefits administration and communication, including state-specific plan variations and leave programs.
Maintain accurate employee data in the HRIS and produce regular reports on turnover, engagement, diversity, absenteeism, and other key metrics.
Support HR projects such as system implementations, M&A integrations, site openings or closures, and policy rollouts.