Human Resources Business Partner

Accelevation•Miamisburg, OH

6d•$90,000 - $105,000•Onsite

About The Position

We build what the future runs on. Accelevation designs, manufactures and installs the physical infrastructure that powers today’s most advanced technologies. We’ve grown over 440% in the last 18 months because we take ownership, solve hard problems, and build with purpose. Join us to build the future. We're seeking a HR Business Partner to join our Human Resources team to support the Corporate business unit. This is an important role that drives operational excellence through strategic workforce management, directly impacting productivity and profitability. We're seeking an experienced HR Business Partner to join our team at Accelevation LLC, reporting to our Chief People Officer.

Requirements

Minimum 5–7 years of progressive Human Resources experience, with at least 3 years in an HR Business Partner, Generalist, or similar field-facing HR role.
Experience supporting operations, field, construction, manufacturing, industrial, or other fast-paced, decentralized work environments strongly preferred.
Demonstrated experience partnering with frontline leaders through senior leadership on employee relations, performance management, organizational change, and talent matters.
Strong working knowledge of employee relations, performance management, employment law, investigations, and HR best practices.
Demonstrated ability to influence and coach leaders at multiple levels of the organization.
Strong business partnership mindset with the ability to balance strategic thinking and hands-on execution.

Responsibilities

Partner with Regional and Field Operations leaders to develop and execute people strategies that support business performance, workforce stability, and organizational growth.
Serve as the primary HR partner to field leadership, providing practical coaching and guidance on employee relations, performance management, talent decisions, team effectiveness, and organizational issues.
Lead and support employee relations matters, including investigations, performance concerns, policy interpretation, corrective action, and conflict resolution, ensuring sound judgment, consistency, and appropriate risk management.
Partner with leaders on workforce planning, organizational design, staffing needs, succession planning, and talent deployment to support regional and project demands.
Coach frontline and senior leaders on leadership effectiveness, accountability, performance expectations, team dynamics, and manager capability.
Drive talent management processes within the business unit, including performance review cycles, talent assessments, development planning, and calibration efforts.
Identify people-related trends, risks, and opportunities within the business and use data and field insights to recommend solutions and improve decision-making.
Support the execution of key people initiatives, including organizational changes, policy rollouts, culture initiatives, engagement efforts, and process improvements in alignment with enterprise ecosystem.
Partner closely with Recruiting, Safety, Payroll, Benefits, and broader People team members to deliver coordinated support to the field organization.
Support leaders in onboarding and assimilation of new employees and leaders to improve ramp-up, retention, and early success.
Ensure compliance with employment laws, company policies, and internal practices while balancing business needs with employee experience and organizational risk.
Participate in workforce reviews, reporting, audits, and people analytics to provide visibility into turnover, staffing, employee relations trends, and organizational health.
Build trust and credibility across all levels of the organization by being visible, responsive, solutions-oriented, and grounded in the realities of field operations.
Support change management efforts related to growth, organizational design, leadership changes, and evolving business needs across the field organization.
Demonstrate professionalism, confidentiality, sound judgment, and a high level of accountability in all interactions and decisions.
Ability to assess people-related issues, exercise sound judgment, and provide practical, risk-balanced recommendations.
Experience using data, trends, and organizational insight to inform decisions and improve business outcomes.
Strong communication, relationship-building, and conflict management skills.
Ability to operate effectively in a fast-paced, evolving environment with ambiguity, competing priorities, and changing business needs.
Strong organizational skills, follow-through, and attention to detail.
Ability to handle highly sensitive and confidential information with discretion and professionalism.
Proficiency in HR systems, reporting tools, and Microsoft Office applications.
Estimated travel to support the business unit is up to 35%.