Human Resources Business Partner

Position Summary

The HR Business Partner is a strategic and hands‑on role responsible for delivering full‑cycle HR support while serving as a primary advisor on employee relations matters. This role partners closely with department leaders and employees to build a high performing, engaging, and compliant workplace. The HRBP will lead key HR initiatives across talent management, performance, workforce planning, onboarding, training, and HR operations, with a strong emphasis on coaching leaders and managing complex employee relations issues.

• Serve as the main point of contact for employee relations matters, ensuring fair, thorough, and timely resolution
• Conduct investigations related to performance, policy violations, conduct concerns, and workplace conflicts.
• Provide counsel to managers on corrective action, documentation, performance improvement plans, and terminations.
• Partner with legal, compliance, and leadership teams to mitigate risk and ensure employment law adherence.
• Lead strategies to improve employee engagement, retention, and organizational culture.
• Partner with business leaders to understand organizational goals and align HR strategies to support growth and performance.
• Analyze workforce trends and metrics to recommend proactive HR solutions.
• Support organizational change efforts, including team restructures, role design, and talent planning.
• Influence and coach leaders to strengthen leadership capabilities and team effectiveness.
• Support performance management processes, including goal setting, evaluations, and career development planning.
• Identify skill gaps and recommend training, upskilling, or development programs.
• Partner with Talent Acquisition to forecast staffing needs and improve hiring quality.
• Ensure consistent application of HR policies, procedures, and practices.
• Support benefits, compensation, and HRIS processes as needed.
• Maintain compliance with federal and state employment laws (FMLA, ADA, FLSA, etc.) and company policies.
• Assist with annual HR programs such as compensation reviews, engagement surveys, and policy updates.
• Performs other duties as needed to support projects, operations, and the department.

• Bachelor’s degree in Human Resources, Business Administration, or related field.
• 10+ years of progressive HR experience, with at least 2 years in an HR Business Partner or employee relations‑focused role.
• Strong knowledge of employment law, HR best practices, and employee relations investigations.
• Experienced with EEOC and collaborating with counsel on related issues.
• Demonstrated ability to build trust and influence leaders at all levels.
• Excellent communication, conflict resolution, and problem‑solving skills.
• PHR/SPHR, SHRM‑CP/SHRM‑SCP certification preferred.
• Experience supporting multi‑site or field‑based teams.
• Background in industries such as operations, facilities, field services, construction, or skilled trades (if relevant).
• Bilingual proficiency (Spanish/English) is strongly preferred.

• Collaborative, out‑of‑the‑box thinker with high emotional intelligence, known for building trust and fostering strong relationships.
• Proven track record of executive coaching and developing people managers, with the ability to influence leadership at all levels.
• Excellent problem‑solving skills, with the capacity to identify and resolve issues quickly and effectively, especially in complex employee relations situations.
• Deep knowledge of multiple HR disciplines, including employee relations, compensation, performance management, compliance, documentation, leave administration, and federal/state employment laws.
• Strong consultative skills, with the ability to understand business operations, how business units interact, and how to align HR initiatives with organizational goals.
• Demonstrated experience leading HR projects from conception to execution, with the ability to deliver results in line with business objectives.
• Proven ability to manage conflict and resolve crises, using sound judgment and fairness.
• Ability to maintain confidentiality and exercise discretion in handling sensitive information.
• Able to thrive in a fast‑paced environment, adapting…