Human Resources Business Partner

American Veterinary Group•,

72d•Hybrid

About The Position

Join Our Team as a Human Resources Business Partner – Tampa, FL (Hybrid) At American Veterinary Group (AVG), we are committed to Nurturing Relationships, Acting with Integrity, Communicating Transparently, and Pursuing Excellence. The Human Resources Business Partner (HRBP) is a hands-on HR partner responsible for supporting employee relations, workplace investigations, leaves and accommodations, workers' compensation coordination, and employment compliance across assigned regions and operational teams. This role manages standard-to-moderately complex employee relations matters from intake through resolution, including employee concerns, routine investigations, corrective action guidance, leave and accommodation coordination, return-to-work support, workers' compensation coordination, and case documentation. The HRBP partners with Operations, HR leadership, Benefits, Payroll, Legal, and external partners to support fair, consistent, and compliant employment practices. The role balances employee support with business needs while escalating complex, high-risk, or legally sensitive matters to HR leadership, or Legal as appropriate.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field.
5+ years of progressive Human Resources experience with a focus on employee relations, investigations, compliance, leaves/accommodations, or workers' compensation.

Nice To Haves

Knowledge of federal and state employment laws and regulations, including Title VII, FLSA, FMLA, ADA, EEOC, and workers' compensation requirements.
Multi-state employment law experience strongly preferred.
Experience supporting healthcare, veterinary, retail, or multi-site operations environments preferred.
HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) preferred.
Experience conducting workplace investigations and managing complex employee relations matters.
Experience administering leaves of absence, workplace accommodations, and/or workers' compensation coordination.
Strong interpersonal, conflict resolution, written, and verbal communication skills.
Ability to maintain confidentiality, manage sensitive situations with professionalism, and exercise sound judgment in high-risk or complex matters.
Strong organizational and case management skills with the ability to manage multiple priorities and deadlines in a fast-paced environment.

Responsibilities

Conduct and support prompt, thorough, and legally compliant investigations into concerns related to harassment, discrimination, retaliation, policy violations, and other employee relations matters.
Interview relevant parties, review documentation, assess organizational risk, and prepare detailed investigation reports with objective findings and recommendations.
Partner with operational leaders to provide guidance on performance management, corrective action, conflict resolution, and policy interpretation.
Collaborate with the Human Resources leadership and Legal teams on complex, high-risk, or sensitive employee relations matters.
Track and manage case data using HR systems and documentation tools to ensure accurate records, compliance, and timely resolution.
Administer and coordinate employee leave programs, including FMLA, ADA, personal leaves, and other protected leave programs.
Facilitate the interactive process for workplace accommodations and partner with leaders to identify and implement reasonable accommodations.
Review medical documentation and coordinate communication with employees, managers, healthcare providers, and third-party administrators as appropriate.
Serve as the primary HR liaison for workers’ compensation matters and coordinate with carriers, adjusters, and operational leaders regarding claims management and return-to-work planning.
Support employees through return-to-work transitions, fitness-for-duty processes, and transitional duty assignments.
Ensure compliance with all applicable federal, state, and local leave, accommodation, and workers’ compensation laws and regulations.
Design, develop, and deliver training to field leaders and managers on topics such as conflict resolution, performance management, progressive discipline, and respectful workplace practices.
Partner with the Learning & Development team to support the integration of HR training within larger leadership development initiatives.
Identify trends from cases and feedback loops to proactively address knowledge gaps and support cultural improvement efforts.
Serve as an HR advisor and coach to operational leaders in managing performance, feedback, and accountability.
Monitor federal, state, and local labor law developments and provide guidance to field leaders to ensure compliance across jurisdictions.
Assist in policy review, audits, and documentation related to ADA, FMLA, EEOC, workers’ compensation, wage-and-hour laws, and other employment regulations.
Support responses to legal claims, unemployment matters, and external agency requests by compiling relevant case data and documentation.
Identify trends and opportunities for process improvement to enhance policy adherence, reduce organizational risk, and promote workplace fairness and consistency.
Participate in the development and implementation of HR compliance initiatives, tools, and standard operating procedures.