Human Resources Business Partner

Xclusive Services•Miami, FL

5d•Onsite

About The Position

The Regional Human Resources Business Partner (HRBP) serves as the primary, trusted HR partner for the Company’s external staffing workforce within an assigned geographic region. This role is responsible for building strong, consistent relationships with regional service teams and Service leaders, ensuring timely HR support, sound judgment, and effective people management at client sites. Regional HRBPs are expected to be highly available, visible, and responsive to the field. They operate as embedded partners to regional leadership, owning employee relations, manager coaching, and people-risk outcomes for staffing team members. The Regional HRBP collaborates as needed with the Corporate HR department to ensure that internal team issues are appropriately reported and managed. The Core Purpose of the Role is to provide consistent, accessible HR partnership to regional service teams, build credibility and trust through responsiveness and follow-through, enable managers to make better people decisions in real time, and reduce risk by addressing issues early, not only when they escalate. This position will be expected to travel to other states within the region at least quarterly for one week at a time.

Requirements

High School diploma or equivalent required; Bachelor’s degree in a related field preferred
7+ years of progressive HR experience, preferably in staffing, hospitality, or multi-site environments
HR certification (SHRM-CP/SCP, PHR/SPHR) required, or a minimum of 10+ years of progressive, relevant HR experience in lieu of certification
Applicants must be legally eligible to work in the United States and must not require current or future visa sponsorship
Full-time, onsite work at Xclusive branch offices, as well as customer sites.
Ability to travel within assigned region up to 25% of the time
Strong employee relations and investigation experience
Ability to build trust with frontline, regional, and executive leaders
Proven responsiveness and comfort operating in high-volume, high-urgency environments
Ability to exercise independent judgement and solve practical problems while dealing with a variety of variables and stakeholders
Ability to manage multiple tasks, prioritize effectively, and remain adaptable
Attention to detail to ensure accuracy in team member records and compliance with regulations
Knowledge of local, state, and federal employment regulations
Excellent listening, written, verbal, organizational, and interpersonal skills with the ability to work collaboratively with cross-functional teams, and customers

Responsibilities

Serve as the day-to-day HR point of contact for regional service teams and leaders
Maintain consistent availability to respond to field questions, concerns, and emerging issues
Build strong working relationships with regional leaders and customers through regular, proactive engagement
Establish trust by providing clear, timely, and practical HR guidance in fast-paced environments
Act as a stabilizing presence during high-risk or high-impact people situations
Own end-to-end employee relations matters for staffing team members, including investigations, corrective action, and issue resolution
Respond promptly to concerns raised by managers or employees, balancing urgency with sound judgment
Ensure consistent application of Company policies and expectations across client sites
Partner with leaders to address issues early, before they escalate to formal action
Coach managers on performance management, discipline, attendance, conduct, and professionalism
Translate HR policy into clear, actionable guidance for service teams
Support managers in navigating complex or sensitive employee situations
Reinforce accountability while maintaining a people-centered approach
Reinforce Company values and expectations in high-pressure field environments
Identify recurring issues, patterns, and risk drivers within the region
Use field insight to inform preventative strategies and manager development
Share regional trends with HR leadership to support enterprise decision-making
Partner with Corporate HR on interpretation of policies, benefits, LOA, and other centralized programs as they apply to staffing team members
Defer ownership of internal corporate employee relations, investigations, and HR processes to Corporate HR
Ensure consistent messaging and escalation alignment across HR functions
Retain accountability for the regional employee experience and operational decisions related to workers’ compensation cases
Partner with the Workers’ Compensation HRBP on return-to-work planning, manager and team member communication, and operational feasibility of restrictions
Own manager alignment, execution, and follow-through related to WC-impacted team members
Directly supports and contributes to the Company’s mission to make a positive impact in the lives of the individuals we serve, by modeling our company’s core values
Comply with employment laws, regulations and guidelines as set forth by FLSA, FMLA, ADA, HIPPA, and other governing agencies.
Promotes and adheres to all occupational safety and health standards as required by OSHA, company policies, and other applicable regulatory agencies to ensure a safe and compliant work environment