Human Resources Business Partner

Sierra Forest Products•Salt Lake City, UT

9d•$90,000 - $110,000•Hybrid

About The Position

The Human Resources Business Partner is responsible for supporting core Human Resources functions that drive team member engagement, retention, compliance, and organizational growth. This role partners with senior HR leaders and business leaders to implement HR initiatives and people strategies that align workforce needs with business objectives. The HR Business Partner supports all aspects of the team member lifecycle, including onboarding, development planning, recognition, team member relations, performance management, learning and development, compliance, workforce planning, and HR operations. The ideal candidate will balance a strategic mindset with hands-on execution to create a positive team member experience, strengthen organizational culture, and ensure alignment between HR practices and business objectives. Additionally, this role supports the ongoing administration and execution of employee benefits programs, leave management processes, wellness initiatives, and select compensation and total rewards activities, while serving as a resource to team members and leaders regarding HR programs and policies.

Requirements

Bachelor's degree in Human Resources, Business Administration, Organizational Development, Finance, or a related field required.
Minimum of 5 years of progressive Human Resources experience, including responsibility for compensation, benefits, team member relations, and HR operations.
Experience managing team member benefits programs, vendor relationships, open enrollment processes, and leave administration.
Proven experience supporting talent acquisition, onboarding, performance management, and team member development initiatives.
Experience interpreting and applying employment laws, regulations, and HR best practices.
Demonstrated experience administering compensation programs, salary structures, and incentive plans.
Experience utilizing HR metrics, workforce analytics, and data-driven decision-making to support organizational goals.
Advanced knowledge of compensation analysis, salary benchmarking, pay equity practices, and total rewards programs.
Strong understanding of team member benefits administration, retirement plans, wellness programs, and leave management.
Proficiency with Human Resources Information Systems (HRIS), payroll systems, and benefits administration platforms.
Advanced Microsoft Office skills, including Excel, Word, PowerPoint, and Outlook.
Experience with HR reporting, workforce analytics, and dashboard development.
Knowledge of federal, state, and local employment laws and regulations.
Experience managing HR budgets, vendor contracts, and benefits-related financial analysis.
Ability to develop, implement, and maintain HR policies, procedures, and compliance programs.

Nice To Haves

Professional certifications such as SHRM-CP, SHRM-SCP, PHR, SPHR, Certified Compensation Professional (CCP), Certified Benefits Professional (CBP), or Certified Employee Benefits Specialist (CEBS) preferred.

Responsibilities

Serve as a trusted advisor to managers and team members on team member relations, performance management, coaching, and conflict resolution.
Partner with leadership to develop and implement HR strategies that align with business goals and drive organizational effectiveness.
Support the ongoing execution and administration of U.S. benefits and select compensation programs, ensuring accurate delivery of total rewards initiatives and compliance with applicable regulations.
Oversee all U.S. team member benefit programs, including medical, dental, vision, prescription drug coverage, life insurance, short-term and long-term disability, flexible spending accounts (FSA), health savings accounts (HSA), retirement plans, team member assistance programs (EAP), wellness initiatives, and voluntary benefits.
Serve as the primary point of contact for U.S. team member benefits administration and provide guidance to team members regarding plan options, eligibility, enrollment, and claim-related inquiries.
Support relationships with insurance carriers, brokers, consultants, retirement plan providers, and third-party administrators to ensure high-quality service and cost-effective plan offerings.
Lead annual open enrollment activities, including planning, team member communications, educational sessions, system setup, and enrollment administration.
Oversee recruitment, onboarding, and workforce planning efforts to attract and retain top talent.
Provide guidance and support to leaders and employees on salary structures, compensation programs, incentive plans, and pay policies, while assisting with the consistent application of compensation practices across the organization.
Support annual compensation planning processes, including merit increases, promotions, market adjustments, and incentive payouts.
Develop and implement team member wellness, recognition, and rewards programs that support team member engagement, retention, and overall well-being.
Ensure compliance with all applicable federal, state, and local laws governing compensation and team member benefit programs, including ACA, COBRA, HIPAA, ERISA, FMLA, ADA, and wage and hour regulations.
Administer leave of absence programs, including FMLA, parental leave, military leave, disability programs, and workplace accommodations.
Coordinate benefits audits, retirement plan compliance activities, annual testing, and required reporting obligations.
Ensure compliance with employment laws, HR policies, and regulatory requirements while maintaining accurate HR records and systems.
Analyze HR metrics and workforce trends to provide strategic recommendations and support organizational objectives.