Human Resources Partner

Treace•Ponte Vedra Beach, FL

About The Position

The HR Partner serves as a trusted advisor to employees and frontline managers, offering expert guidance and support in key human resources areas, including employee relations, talent development, engagement, performance management, and basic compensation administration. This role strikes a balance between day-to-day employee support and proactive coaching, empowering leaders to effectively manage their teams and enhance organizational performance. As an integral member of the Treace team, the HR Partner will actively foster the company’s culture, support its teams, and contribute to maintaining Treace’s leadership position in the industry. This role will also play a pivotal part in delivering on annual HR objectives and ensuring a positive, rewarding employee experience. In addition to serving as a business partner, the HR Partner will handle important administrative responsibilities to support HR systems and processes.

Requirements

Bachelor’s degree and a minimum of 3 years of related experience required; including at least 1 year of experience as a HR Generalist or HR/People Partner
Experience supporting HR programs or employee lifecycle processes
Experience supporting managers in employee relations and performance management.
Working knowledge of HR practices, employment law, performance processes & employee relations

Nice To Haves

A professional and approachable individual with a passion for enhancing the employee experience and driving organizational success.
Proven ability to build strong partnerships across all levels of the organization.
Experience in HR functions such as employee relations, talent development, and performance management.
Skilled in data analysis and process improvement to drive efficiencies and improve HR service delivery.
Prior direct experience supporting Sales or Corporate business clients preferred
Prior experience supporting sales, corporate clients and employees

Responsibilities

Champion a positive employee experience through engagement, retention, and related talent initiatives.
Support employee engagement efforts, including survey insights, communications, action planning workshops, and leader accountability.
Assist leaders in interpreting engagement data, identifying trends, and creating actionable plans for improvement.
Facilitate a seamless Day 1 onboarding experience for new hires in partnership with frontline leaders.
Contribute to company communication efforts, including monthly all-hands meetings and sales calls, by developing materials and presentations.
Oversee or assist with key annual HR processes, including merit planning, performance reviews, goal setting, and succession planning.
Provide expertise to help managers identify development opportunities for their teams.
Identify and propose process improvements to enhance service delivery and the overall employee experience.
Offer daily coaching and guidance to managers on performance management, team effectiveness, and fostering a positive work environment.
Partner with managers to support employee development through planning and feedback.
Coach managers on delivering difficult feedback, managing performance improvement plans, and handling employee transitions thoughtfully and effectively.
Prepare materials and facilitate employee transition processes, including manager communications and follow-ups.
Promote consistent application of performance management practices across teams.
Maintain accurate records and ensure timely follow-ups for performance management activities.
Conduct employee relations assessments, offering policy interpretation, thoughtful recommendations, and solutions that align with maintaining a positive culture.
Escalate complex employee relations issues to senior HR Business Partners as needed.
Coordinate accommodations and flexible work arrangements in collaboration with Benefits.
Develop strong partnerships with managers to understand team needs and align with business objectives.
Assist with implementing HR programs through project coordination, communication strategies, material creation, and change management support.
Provide support for compensation processes, including job changes, market adjustments, retention efforts, and merit cycles.
Brief managers on compensation policies and practices.
Deliver ad hoc reporting, data analysis, and insights to support HR processes and business initiatives.