HR Business Partner; HRBP HR Operations

Position Summary

The HR Business Partner (HRBP) – HR Operations is the operational engine of the HR department, owning the day-to-day execution of payroll support, benefits administration, leave management, talent acquisition, and employee relations for designated business units. This role directly manages the Payroll Specialist, the Benefits & Leave Specialist, and the Talent Acquisition Manager/HR Generalist, and provides functional guidance to the broader talent acquisition team.

It exists to take the tactical, transactional, and case-level work off the desk of the SVP of Human Resources. The HRBP resolves routine and moderately complex issues independently — either personally or through the team it supervises — and escalates only matters that are high-risk, precedent-setting, legally sensitive, or strategic in nature. The HRBP also partners closely with the SVP on the implementation of compensation strategy and performance management strategy (currently the quarterly check-in process), translating SVP-set direction into day-to-day practice across the organization.

The HRBP is expected to exercise sound judgment about what can be handled at the operational level versus what requires SVP visibility, and to keep the SVP informed of trends rather than individual transactions.

• Serve as the first point of contact for day-to-day HR operational matters across payroll, benefits, leave, and employee relations, resolving issues independently wherever possible.
• Own the tactical execution of HR programs and policies, ensuring consistent, timely, and compliant delivery across all designated business units.
• Maintain HR operational documentation, workflows, and checklists (payroll cutovers, leave intake, ER case files, benefits enrollment steps) to ensure consistency and continuity.
• Triage incoming HR issues and determine appropriate handling: resolve directly, route to the appropriate specialist team, or elevate to the SVP with a clear summary and recommendation.
• Provide the SVP with periodic trend reporting (payroll error rates, leave volume, ER case types, benefits inquiry themes) rather than routine transactional updates.

• Directly manage the Payroll Specialist, the Benefits & Leave Specialist, and the Talent Acquisition Manager/HR Generalist, including hiring, onboarding, training, coaching, employee relations and performance management.
• Provide functional guidance and direction to the broader talent acquisition team through the Talent Acquisition Manager/HR Generalist, ensuring consistent recruiting practices without necessarily serving as their direct manager of record.
• Assign and prioritize daily workload across the payroll, benefits/leave, employee relations, and talent acquisition functions, and ensure adequate coverage and cross-training for absences and peak periods (open enrollment, year-end, audits, hiring surges).
• Conduct regular one-on-ones and formal performance reviews for direct reports; set goals and support their professional development.
• Serve as the escalation point for issues direct reports cannot resolve, applying judgment on what to handle personally versus route to the SVP.
• Remain accountable for the accuracy, timeliness, and compliance of payroll, benefits/leave, employee relations and talent acquisition work even when day-to-day tasks are delegated to direct reports.

• Directly supervise the Payroll Specialist, who owns day-to-day payroll transactions, pay discrepancies, direct deposit changes, timekeeping corrections, and system access issues (e.g., Paycom).
• Serve as the escalation point for payroll issues the specialist cannot resolve, and remain the point of…