People & Culture Business Partner

Intelli Trans, (ITL), a subsidiary of Roper Technologies, Inc. (NYSE: ROP) is seeking an People & Culture Business Partner to join our team, hybrid in Conway, Arkansas.

Title:
People & Culture Business Partner

LOCATION: Conway, AR / Hybrid

REPORTS TO: Director, People & Culture

Company Overview: Intelli Trans, a Roper Technologies company, is a non-traditional software company, where the focus of recurring revenue is tied to customer success, not license, user and development fees. We are a technology-enabled supply chain management organization. We have driven customer success over 20 years by helping them reduce their costs, optimize their inventory, improve their proactive customer service, and automate their business processes.

Intelli Trans is made up of transportation, supply chain, and technology experts, who are based at our headquarters in Atlanta, Georgia, in our operations center in Arkansas and offices in the United Kingdom and Sweden.

Position Summary: The People & Culture Business Partner serves as a strategic HR partner and trusted advisor to assigned business units, providing comprehensive HR support across talent acquisition, employee relations, benefits administration, and engagement initiatives. This role requires both strategic thinking and hands‑on execution, balancing employee advocacy with business needs while operating with significant autonomy and sound judgment.

The ideal candidate will be comfortable navigating complex employee situations, building credibility with leaders across the organization, and driving HR initiatives that directly support business objectives. This is a high‑impact role for someone who can think strategically while executing operationally.

Key Success Factors:

• Builds trust quickly with employees and leaders across all levels
• Demonstrates sound judgment in ambiguous or sensitive situations
• Operates independently with minimal supervision while knowing when to elevate
• Thinks beyond HR process to business impact

Essential Duties and Responsibilities:

HR Operations & Employee Relations (40%):

Day to Day HR Support:

• Serve as first point of contact for employees and managers on HR‑related questions, concerns, and policy interpretation
• Provide expert guidance on employee relations matters, including performance issues, workplace conflicts, and policy violations
• Coach managers through difficult conversations, performance improvement plans, and corrective actions
• Maintain high standards of confidentiality and discretion in all employee matters

HR Systems & Compliance:

• Provide technical support for HRIS initiatives, ensuring data integrity and system optimization
• Monitor compliance with federal, state, and local employment laws across multiple jurisdictions
• Identify and elevate compliance risks proactively with recommended solutions
• Maintain in-depth knowledge of employment law and translate complex regulations into practical guidance
• Process employee status changes (promotions, transfers, compensation adjustments) accurately and timely

Policy & Process:

• Interpret and enforce HR policies consistently across the organization
• Identify opportunities to streamline HR processes and improve employee experience
• Contribute to policy development and updates based on emerging needs or legal changes

Talent Management (30%):

Full Cycle Recruitment:

• Partner with hiring managers to understand business needs, role requirements, and success criteria
• Source diverse, qualified candidates through multiple channels (Linked In, job boards, referrals, networking)
• Conduct phone screens, coordinate interview processes, and facilitate hiring decisions
• Prepare job descriptions that accurately reflect role requirements and attract strong candidates
• Develop offer letters and negotiate terms for new hires, promotions, and internal transfers
• Track recruitment metrics (time‑to‑fill, source effectiveness, candidate quality) and identify improvement opportunities

Employee

Experience:

• Coordinate comprehensive onboarding experience for new hires (pre‑boarding through 90 days)
• Ensure new employees have equipment, system access, and resources needed for success
• Facilitate new hire orientation and early integration into company…