Business Partner

The HR Business Partner I is the single HR point of contact for an assigned portfolio of departments and owns the full employee lifecycle for those departments, from workforce planning and hiring through onboarding, employee relations, benefits intake, training administration, and offboarding. The BP I partners with directors and managers to solve people issues, coaches leaders to apply policy consistently, and resolves most employee-relations matters at the Business Partner level, escalating to the Director of HR only when required.

• Serve as the primary HR contact for every leader and team member in the assigned portfolio; hold regular check-ins with department directors.
• Partner with leaders on staffing plans, hard-to-fill positions, turnover trends, and people issues; share department HR metrics and recommendations.
• Attend department and managers’ meetings as needed to communicate HR updates under the HR Communication Protocol.

• Manage full-cycle recruiting for assigned departments: requisitions, postings, sourcing, prescreening, interviews with hiring managers, reference checks, and offers.
• Maintain all applicant activity in UKG so hiring managers have visibility into postings and candidates.
• Build sourcing channels for hard-to-fill roles, including job boards, colleges, culinary and trade programs, and community partners; apply Quapaw and Native American preference in accordance with tribal law and policy.

• Ensure each new hire completes required paperwork, orientation, and licensing before the first scheduled shift.
• Conduct and document 30-, 60-, and 90-day stay interviews with new hires and follow up with their leaders; identify retention concerns, track agreed actions, and report completion, themes, and outstanding follow-up to the Director of HR.
• Rotate delivery of new-hire onboarding and orientation with the other Business Partners using Learning & Development-approved content; coordinate scheduling, materials, and attendance records with the HR Coordinator.

• Serve as first point of contact for employee-relations issues; coach leaders on documentation, difficult conversations, and conflict resolution.
• Review Employee Corrective Records (ECRs) for accuracy, consistency, and policy alignment before they are issued.
• Conduct investigations within BP authority, document findings, and recommend outcomes; recommend terminations to the Director of HR.
• Track attendance and corrective-action trends for the portfolio and flag inconsistencies.

• Verify benefits eligibility for new hires and for status changes (full-time / part-time, transfers, rehires) and confirm waiting periods are applied correctly. (automated processed)
• Answer first-level questions about medical, dental, vision, life, disability, retirement, and other plans; triage coverage, , and claims issues.
• Complete intake for leave of absence and short-term disability requests, provide required forms, and route cases to the Benefits & Compensation Manager.
• Support open enrollment for the portfolio: schedule sessions, help team members enroll, follow up on incomplete enrollments, and confirm elections.
• At separation, provide benefits-termination information, trigger COBRA notification through the COBRA provider, and confirm final deductions.
• Escalate complex eligibility, carrier, appeal, and leave issues to the Benefits & Compensation Manager; maintain confidentiality of all benefits and medical information.

• Identify training needs for assigned departments and communicate them to the Learning & Development Manager.
• Schedule, track, and follow up on required and leadership training…