Human Resources Business Partner

The Human Resources Partner partners closely with HRBPs and People Centers of Excellence including Compensation & Benefits, HR Operations, Learning & Development, and Talent Acquisition. They are the field intelligence layer for the function — the person who hears what's happening on the ground first and surfaces patterns to the HRBP and leadership.

• Lead workplace investigations from intake through resolution and documentation, partnering with HRBPs and Legal as needed on complex or higher-risk matters.
• Investigate and resolve employee complaints, including formal grievances, harassment claims, and policy violations.
• Mediate manager-employee conflicts and partner with leaders on resolution strategies.
• Advise on accommodations (ADA, religious, pregnancy) in partnership with Legal and Benefits.
• Conduct exit interviews, synthesize themes for the client group, and surface patterns to HRBPs and leadership.

• Run the annual performance review cycle for the client group, including timeline management, calibration sessions, and manager training on writing and delivering feedback.
• Facilitate calibration discussions to ensure ratings are defensible, consistent, and aligned with company standards.
• Support talent review and succession planning processes, including facilitating sessions, documenting outcomes, and tracking follow-up actions.
• Partner with leaders on individual development plans for high-potential talent in the client group.
• Manage performance escalations, rating disputes, and complex performance situations.

• Coach front-line and middle managers through difficult people decisions, including performance management, terminations, compensation conversations, and role changes.
• Provide day-to-day performance management guidance to leaders, including coaching, counseling, career development, disciplinary actions, performance improvement plans, and terminations.
• Onboard new people managers into Rosendin's management practices and partner with them through their first hard people conversations.
• Identify capability patterns across the client group (e.g., "three managers in this region are struggling with the same thing") and partner with L&D and HRBPs on targeted solutions.

• Partner with Total Rewards and HRBPs to execute the annual compensation cycle for the client group, including budget allocation guidance and manager communications.
• Partner with Total rewards and HRBP to support the proper documentation of job descriptions.
• Partner with HRBP to counsel managers on equity, merit, and promotion decisions, using compensation data and Rosendin's compensation philosophy.
• Support managers through compensation conversations with employees, including coaching on framing and delivery.

• Partner with managers on quarterly headcount planning, requisition approvals, and reorganizations within the client group.
• Identify capability gaps in the client group and partner with Talent Acquisition and Learning & Development to address them.
• Support reorganizations and organizational changes within the client group, including role definitions, transition planning, and employee communications.
• Provide field intelligence to HRBPs and leadership — surfacing engagement, retention, and morale signals from the ground level.

• Translate enterprise HR programs (engagement surveys, comp cycles, talent reviews, recognition programs) into effective execution for the client group.
• Localize communication of policy changes, benefits updates, and HR announcements for the client group.
• Partner with HR Operations on timely and accurate execution of employee…