Human Resources Business Partner

The Human Resources Business Partner (“HRBP”) is a strategic partner to the business, aligning HR strategy with regional priorities in close collaboration with the Regional Director and regional leadership team. The Regional HRBP translates business goals, growth, retention, and operational performance, into workforce strategy, leads regional M&A integration and change initiatives, and takes an active role in hiring decisions for key regional positions.

The role reports on a solid line to the Senior Director, Human Resources and on a dotted line to the Regional Director, balancing enterprise HR consistency with regional business needs. While the Regional HRBP remains engaged in escalated employee relations matters, day-to-day case management is not the primary focus of the role, the emphasis is on regional strategy, talent, and organizational effectiveness.

• Partner with the Regional Director and regional leadership team on workforce planning, org design, and talent strategy aligned to regional business goals
• Translate regional business priorities — growth, margin, retention — into HR strategy and actionable plans
• Own regional people-metrics reporting (turnover, engagement, staffing levels) and advise the Regional Director and Senior Director, Human Resources on trends and recommended actions
• Lead change management for regional initiatives, including restructures, new location openings, and systems rollouts
• Represent the region's needs to Corporate HR Centers of Excellence (Talent, Total Rewards, L&D) and help adapt corporate programs to regional realities
• Support the ongoing maintenance and facilitation of the company wide succession planning program within the region

• Actively interview and assess candidates for key regional hires; this is a direct evaluative role in the selection process, distinct from the scheduling and administrative steps owned by the Recruiting team
• Serve as the point-partner for HR integration of mergers and acquisitions within the region, owning onboarding and initial training for newly acquired locations
• Where acquisition volume or timing becomes more than one HRBP can reasonably manage, partner with the Senior Director, Human Resources to determine additional support or reassignment — this remains the default owned responsibility for the region

• Manage and resolve escalated or complex employee relations issues as they arise, partnering with the Senior Director, Human Resources on precedent-setting matters — this is an as-needed responsibility, not the majority of the role
• Conduct thorough, objective workplace investigations at branch locations as needed
• Proactively manage legal risk, partnering with Corporate Operations on safety and risk programs and policies
• Help ensure manager and employee compliance with company guidelines and governmental regulations across the region
• Provide day-to-day performance management guidance (coaching, counseling, career development, disciplinary actions) to regional managers

• Support wage and hour audits and help maintain compensation programs and pay grades within the region
• Support the development and maintenance of regional training and development programs, partnering with the L&D team
• Support company wide health and wellness initiatives at the regional level
• Partner with regional managers and employees to strengthen work relationships, build morale, and improve productivity, employee engagement and retention
• Maintain a regular in-branch presence — a minimum of 25% of time monthly — to build relationships and stay close to the business; travel as frequently as business need allows
• Take on additional strategic HR initiatives…