Hr Business Partner Jobs

About The Position

Requirements

• 2–3 years of Human Resources Business Partner experience supporting multi-unit or multi-location operations.
• Experience partnering with business leaders on talent, engagement, employee relations, and organizational effectiveness initiatives.
• Working knowledge of state and federal HR laws, regulations, and requirements, including ERISA, EEO, FMLA and other leaves, ADA, Workers’ Compensation, COBRA, and Wage & Hour.
• Ability to influence, coach, and build strong relationships with leaders at all organizational levels.
• Strong analytical, problem-solving, and decision-making skills, including translating data into actionable business recommendations.
• Excellent communication, presentation, and facilitation skills.
• Willingness to build processes, tools, and programs from the ground up.
• Willingness and ability to travel as needed to support business operations, leadership development, and team initiatives.
• Effectiveness working independently and collaboratively.
• Bachelor’s degree in Human Resources, Business Administration, or a related field.

Nice To Haves

• HR certification such as PHR, SPHR, SHRM-CP, or SHRM-SCP.

Responsibilities

• Serve as a strategic partner to regional and district leadership, offering guidance, coaching, and consultation on people-related business decisions.
• Partner with business leaders to develop and execute workforce strategies that support operational objectives, organizational growth, and talent needs.
• Participate in leadership meetings to identify and address the people implications of business initiatives and decisions.
• Analyze workforce trends, diagnose organizational challenges, identify root causes, and recommend HR solutions to improve business performance.
• Build partnerships across field operations and corporate support functions to align and execute business and people strategies.
• Coach and develop leaders to strengthen leadership effectiveness, build high-performing teams, and enhance employee engagement.
• Advise leaders on workforce planning, succession planning, talent assessment, organizational design, bench strength, and retention strategies.
• Monitor organizational culture, teammate engagement, and workforce trends, and recommend initiatives that support a positive and productive workplace.
• Lead and support change management initiatives, guiding leaders through organizational changes and promoting adoption of new processes and programs.
• Advise leaders as a subject matter expert on HR programs, employment practices, and company initiatives.
• Interpret and apply company policies and employment laws to ensure compliance with federal, state, and local regulations.
• Partner with leadership on employee relations, performance management, corrective action, investigations, and teammate separations, promoting consistency, fairness, and risk mitigation.
• Use data and analytics to identify trends, measure effectiveness, and inform business and people decisions.
• Maintain confidentiality when handling sensitive employee, organizational, and business information.
• Champion company culture and values by fostering an inclusive, respectful, high-performance work environment.
• Support recruiting, compensation, benefits, performance management, learning and development, and other HR programs as needed.