HUMAN RESOURCES BUSNIESS PARTNER

Mendocino Farms Talent Acquisition Team•Dallas, TX

24d•$63,000 - $87,000•Onsite

About The Position

As a Human Resources Business Partner (HRBP) for Mendocino Farms, you will serve as a strategic and operational partner to leaders, with a primary focus on Employee Relations and Workers’ Compensation. You will provide expert guidance on complex workplace issues, including performance management, investigations, conflict resolution, and policy interpretation, ensuring fair, consistent, and legally compliant practices. This role is responsible for managing and overseeing the timely processing of workers’ compensation claims, reviewing accident reports for accuracy and completeness, ensuring appropriate investigations are conducted, and supporting compliance with all applicable federal, state, and local regulations. You will analyze workforce and risk trends to develop proactive HR and safety-related solutions, identify training needs, and support leaders in fostering positive, productive work environments. In collaboration with the People Team and cross-functional partners, you will contribute to strategic programs that strengthen employee engagement, reduce risk, and support organizational effectiveness.

Requirements

Bachelor’s degree preferred, ideally in HR, Business, or other related field
Minimum of 3 years of experience resolving complex Workers’ Compensation and Employee relations issues
Experience working in a multi-state, multi-unit organization is required
The ability to commute/travel up to 25% within assigned region.

Nice To Haves

Prior experience in restaurant, retail, or hospitality industry is preferred
SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential preferred

Responsibilities

Serve as a strategic HR partner to HR Directors, Directors of Operations, General Managers, and Managers by providing guidance on employee relations, performance management, and compliance matters.
Manage and resolve complex team member relations issues, including conducting objective and timely investigations, and providing coaching, counseling, and support related to disciplinary actions, conflict resolution, and corrective measures.
Address team member concerns and work with leaders to improve morale, productivity, retention, and overall working relationships.
Provide interpretation and guidance on HR policies, procedures, and applicable employment laws to ensure consistent and compliant practices.
Maintain in-depth knowledge of federal, state, and local employment and workers’ compensation regulations to mitigate legal risk and ensure regulatory compliance.
Evaluate accident reports and workers’ compensation claims, reviewing medical documentation, witness statements, and investigation results for accuracy and appropriate claim handling.
Oversee processing of medical bills and temporary disability benefits, reviewing documentation to determine eligibility and authorize payments when appropriate.
Maintain subrogation records for incidents involving third parties and prepare reimbursement documentation as needed.
Advise and support managers in workplace accident investigations, including interviewing witnesses and collecting documentation.
Analyze accident and injury data to identify trends and safety risks, providing recommendations for corrective actions and injury prevention strategies.
Train managers on workers’ compensation procedures, accident reporting, return-to-work processes, and proper documentation practices.
Prepare and maintain accurate case files, including medical summaries, investigation findings, correspondence, and regulatory forms.
Partner with the People Team and cross-functional departments to develop programs, policies, and initiatives that support employee engagement, safety, and organizational effectiveness.
Analyze workforce and risk-related trends with HR leadership to develop proactive solutions and targeted training programs.
Identify training and coaching needs for leaders and business units and support the development of learning initiatives.
Conduct research and stay current on best practices in employee relations, workers’ compensation, and occupational health through professional development and external partnerships.