Human Resources Business Partner

General Summary of Job Duties

The Human Resources Business Partner provides strategic and operational HR support to leaders and employees across assigned business units within the organization’s multi-company portfolio. This role partners directly with managers to address employee relations matters, performance management, organizational effectiveness, compliance, and workforce planning. The HRBP ensures consistent application of HR policies, strengthens leadership capability, and helps drive the company’s culture, retention, and engagement initiatives.

• Serve as a primary HR point of contact for employees and managers within assigned business units.
• Serve as a primary HR point of contact for employees and managers within assigned business units.
• Guide performance concerns, corrective action, conflict resolution, documentation, and coaching.
• Conduct and support investigations related to misconduct, performance, or policy violations.
• Ensure consistent application of policies and adherence to federal, state, and local employment laws across assigned entities and business units.
• Partner with leaders to strengthen people-management skills, including feedback, coaching, and team dynamics.
• Support managers in goal-setting, performance evaluations, and development planning.
• Act as a trusted advisor on organizational dynamics, team alignment, HR processes, policies, and best practices.
• Own employee relations, performance management, policy interpretation, compliance partnership, workforce planning support, and day-to-day HR advisory responsibilities for assigned business units, while partnering with operational HR on leave, accommodation, and related compliance matters.
• Ensure employee actions and HR recommendations consider the regulatory, ethical, and confidentiality obligations of the assigned business units.
• Support workforce planning discussions, including staffing needs, team structure, and succession risk.
• Collaborate with Talent Acquisition to align hiring decisions with business needs and talent strategy.
• Participate in onboarding and integration efforts to ensure a positive employee experience.
• Work with leaders to identify engagement challenges and implement action plans to improve retention and morale.
• Conduct stay interviews, exit interviews, and pulse check-ins to gather insights and identify trends.
• Support diversity, equity, and inclusion initiatives across the organization.
• Maintain accurate and confidential HR records, documentation, and case files.
• Collaborate with the VP of HR and PEO partner to resolve compliance issues and maintain audit readiness.
• Use HR data and metrics, including turnover, attendance, and performance trends, to support decision-making and identify areas for improvement.
• Recommend process improvements to enhance HR service delivery and operational efficiency.
• Support the development and rollout of HR programs, policies, and systems as needed.
• Mentor HR team members across HR operations, benefits, employee relations, and talent development.
• Partner with HR leadership and operational HR team members on escalated leave of absence, ADA, and workplace accommodation matters, providing guidance on risk, consistency, and appropriate next steps.
• Support leaders and HR in assessing high-risk terminations and other sensitive employment actions, including documentation review, policy alignment, and risk mitigation considerations.
• Provide guidance on escalated return-to-work, fitness-for-duty, and interactive process matters in collaboration with HR leadership, managers, and other internal stakeholders.
• Partner with leadership on organizational change, restructuring, role changes, and change management efforts, helping assess employee impact, communication needs, and implementation considerations.
• Advise managers on complex employee situations involving overlapping performance, attendance, conduct, leave, and accommodation concerns to support consistent and compliant decision-making.
• Maintain a thorough understanding of and compliance with all federal and state regulations, including the Fair Debt Collection Practices Act (FDCPA), Telephone Consumer…