Human Resources Business Partner

FairSquare•Orlando, FL

22d•$115,000 - $160,000•Onsite

About The Position

FairSquare is seeking a Human Resources Business Partner to advise East Coast leadership and teams in a fast-paced, performance-driven fintech lending environment. The role focuses on employee engagement, performance management, workforce planning, and organizational design. As a peer to the HR Manager, the HR Business Partner also provides employee relations support for FairSquare’s East Coast offices in Orlando, Atlanta, and New York. The position reports to the Chief Human Resources Officer and works closely with the HR Manager, Director of Training, Talent Acquisition, Payroll, and Benefits teams. It is an on-site role at the company’s Orlando, Florida office, five days per week. The position is full-time and exempt, with a base salary range of $115,000–$160,000 and eligibility for additional incentives, including a bonus.

Requirements

Bachelor’s degree in human resources, business, organizational psychology, or a related field.
At least 5 years of progressive HR experience, including at least 2 years in a business partner or consultative HR role supporting leaders.
Hands-on employee relations experience and working knowledge of federal, state, and local employment law.
Experience designing and running engagement surveys and performance management processes.
Strong business sense and ability to build trust and influence leaders through a consultative approach.
Excellent written and verbal communication skills, with discretion in handling sensitive matters.
Comfort working with data and presenting insights clearly.

Nice To Haves

Experience with workforce planning and organizational design, noted as a plus for earlier-career candidates.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
Experience supporting sales, marketing, or financial services teams.

Responsibilities

Partner with business leaders to translate company goals into people strategies that strengthen engagement, performance, and retention.
Lead employee engagement activities, including surveys and listening sessions; analyze results and work with leaders to take action.
Own the performance management process, including goal setting, review cycles, and calibration, and coach managers on setting expectations and providing effective feedback.
Lead workforce planning by analyzing headcount, turnover, and future talent needs, and coordinate with Talent Acquisition to establish hiring priorities.
Advise leaders on organizational design, including structure, roles, and reporting relationships, and guide teams through change.
Provide day-to-day employee relations support to managers and employees, including coaching, conflict resolution, corrective action, and assigned investigations, in partnership with the HR Manager.
Use HR data to identify trends, measure the impact of people programs, and make clear recommendations to leadership.