Manager, HR Business Partner - WA, OR, MN, WI, IL

Learning Care Group•Novi, MI

22h•$100,000 - $110,000•Remote

About The Position

The Manager, HR Business Partner supports District Manager leadership with a strong focus on Director-level development, performance management, and organizational effectiveness. Through coaching, talent assessment, data insights, and close collaboration with HR Centers of Expertise and Employee Relations, this role strengthens Director leadership capability, improves retention, and ensures consistent application of HR practices across the division. This is a remote base position. Candidates must reside in Washington, Oregon, Wisconsin, Minnesota or Illinois.

Requirements

BA/BS Degree from an accredited college or university in Human Resources, Business Administration or related field required.
Minimum of 5+ years HR Business Partner, HR Generalist or HR functional experience in progressively responsible roles, including Employee Relations experience.
Knowledge of Federal labor and employment laws, and state-specific laws with regard to leaves of absence, overtime, and safety required.

Nice To Haves

PHR/SPHR or SHRM-CP/SCP preferred.
Excellent customer service skills with both internal and external customers.
Capable of working with frequent interruptions and changing priorities.
Effective communication skills, written, verbal and interpersonal.
Proficient time management, organizational skills and ability to meet established deadlines.
Strong relationship-building skills and ability to adapt to different audiences.
Capable of working independently to assess situations, take initiative, and drive issues to resolution.
Skilled knowledge of key HR disciplines, including employee relations, talent management, total rewards, and employment laws.
Strong business acumen with the ability to quickly understand operational drivers and industry context.
Proven consulting, coaching, and influencing skills across all organizational levels.
Capable of conducting work with high level of integrity, discretion, and professional judgment while maintaining confidentiality.
Demonstrated analytical capability, including the ability to interpret quantitative and qualitative data, identify trends, and translate insights into informed recommendations and data driven decisions.
Proficiency with HRIS systems (e.g. Oracle, Workday, ADP, etc.).
Skilled in Microsoft Office Suite (e.g. Outlook, TEAMS, PowerPoint, Excel, etc.).

Responsibilities

Partner with District Managers to assess Director leadership capability and create development plans that strengthen performance and retention.
Conduct Director-level talent reviews, talent analysis, and succession discussions; guide action planning based on results.
Support District Managers in managing Director performance, including corrective actions, action plans, and PIPs.
Conduct or support Director-level employee relations investigations in partnership with the Employee Relations team.
Advise on policy interpretation, performance documentation, and resolution of complex ER matters.
Maintain accurate and timely tracking of HR actions and ER activity in case-management systems (ServiceNow, EthicsPoint).
Partner with Compensation on salary adjustments, market analysis, and compensation business case review.
Collaborate with COEs (Talent Acquisition, Compensation, Culture & Employee Engagement, Organizational Development, etc.) to support workforce planning, hiring, development, and retention.
Participate in Director hiring strategy, including attending intake calls and providing talent insights.
Provide data-driven insights, coaching, and change management support to District Managers; participate in leadership meetings to share HR updates and inform decision-making.
Effectively onboard and offboard director-level talent in collaboration with District Managers.
Partner with HR COEs to support communications and change management efforts.