People & Culture Business Partner

BHC•Charleston, SC

About The Position

The HRBP reports directly to the Director of People & Culture at The Charleston Place and serves as a strategic partner to assigned business units. This role aligns business objectives with colleagues and leadership, driving initiatives that support both organizational goals and a positive colleague experience. Operating at a strategic level, the HRBP builds strong partnerships across the HR function to deliver value-added solutions in areas such as workforce planning, employee engagement, employee relations, and organizational effectiveness. The HRBP also acts as a trusted advisor on complex employee relations matters, guiding leaders through investigations, performance management, conflict resolution, and compliance issues to ensure fair, consistent, and legally sound practices.

Requirements

Bachelor’s degree in Human Resources or related field, or equivalent training and experience.
Minimum 3 years in a strategic HR or HR Business Partner role, luxury hospitality industry preferred.
In-depth knowledge of HR principles, practices, employment laws, and labor relations.
Proven ability to build strong relationships, influence stakeholders at all levels, and serve as a trusted advisor.
Strong analytical skills; able to collect, research, and interpret data to inform decisions and present clear reports.
Excellent interpersonal, verbal, and written communication skills with high emotional intelligence.
Proficient in Microsoft Office Suite; Workday or similar HRIS experience a plus.
Ability to move throughout the office and attend on-site or off-site meetings and events.
May occasionally perform tasks requiring bending, standing, carrying, or moving equipment up to 30 lbs.
Good vision for reading documents, using computers, and presenting information.
Ability to hear and communicate effectively in person and over the phone.
Manual dexterity for computer work and paperwork.
Strong problem-solving skills, emotional resilience, and ability to manage stress in a fast-paced environment.
Capacity to work both independently and collaboratively as part of a team.

Nice To Haves

Professional HR certifications (PHR, SPHR, SHRM-CP/SCP) strongly preferred.

Responsibilities

Employee Relations Lead and resolve complex colleague relations matters with professionalism and confidentiality.
Provide day-to-day performance management guidance (coaching, counseling, career development, and disciplinary actions).
Partner with managers to strengthen work relationships, build morale, and increase productivity and retention.
Conduct thorough and objective investigations into colleague concerns and policy violations.
Strategic HR Management Partner with the Director of People & Culture to align HR initiatives with business objectives.
Coach and develop a small team while overseeing HR operations, including compensation, benefits, payroll, leave administration, and HRIS.
Performance Management Support workforce planning, onboarding, succession planning, and career development initiatives.
Guide leaders in setting performance expectations and conducting appraisals; support performance improvement plans and analyze metrics to drive results.
Proactively support organizational design and structure to meet evolving business needs.
HR Policy, Compliance & Total Rewards Ensure compliance with federal, state, and local employment laws and regulations.
Develop and maintain HR policies and provide expert guidance on compliance.
Lead benefits and compensation planning processes, ensuring regulatory filings are completed.
Serve as a subject matter expert on Total Rewards, aligning programs with business needs and colleague experience.
Oversee colleague benefits programs and day-to-day administration.
Ensure timely completion of all required regulatory filings (ERISA, DOL, EEOC, IRS, ACA, Affirmative Action, EEO-1, Vets, W-2, etc.).
HRIS & Analytics Lead performance management and development processes to foster colleague contribution and growth.
Oversee and expand the Workday HRIS platform; design dynamic dashboards for Executive Leadership.
Partner with internal teams to implement automated solutions for compensation, performance, and talent management.
Change Management Develop and execute change management strategies to support organizational change, restructuring, or other transformational activities.