Human Resource Business Partner

Work and Perks

Title:
Human Resource Business Partner

Location: Restaurant Support Center - Orlando, FL

POSITION SUMMARY

Miller's Ale House is seeking a dynamic and business-focused Human Resources Business Partner (HRBP) to serve as a strategic partner to Operations leadership and champion initiatives that drive organizational success. Supporting a designated geographic region, the HRBP provides proactive HR consultation and expertise across the employee lifecycle, aligning talent strategies with business objectives while fostering an engaging, high-performing workplace culture.

Reporting to the Sr. HR Business Partner, the HRBP partners closely with Operations leaders and cross-functional teams, including Payroll, Talent Acquisition, Training, Benefits, Risk Management, and other Human Resources Centers of Excellence to deliver solutions that support operational excellence and business growth. The HRBP advises leaders on talent management, performance management, employee relations, organizational effectiveness, compensation, leadership development, workforce planning, change management, and compliance with employment laws and company policies.

This role also analyzes workforce trends and key metrics to identify opportunities, mitigate risk, and recommend people-focused strategies that improve engagement, retention, and overall business performance.

Based at the Restaurant Support Center in Orlando, Florida, the HRBP serves as a trusted advisor and influential partner to field leadership, balancing strategic business objectives with the employee experience. Through sound judgment, collaboration, and a commitment to Miller's Ale House values, the HRBP helps cultivate a workplace where leaders, Team Members, and the business can thrive.

ESSENTIAL REQUIREMENTS & KEY RESPONSIBILITIES

The HRBP position is responsible for aligning business objectives with employees and management in designated store locations. The successful HRBP acts as an employee champion and change agent. The role assesses and anticipates People-related needs. The position formulates partnerships across the People function to deliver value-added services to the management team and team members at assigned locations.

Compliance

• Maintain a thorough understanding of federal, state, and local employment laws and regulations, applying this knowledge to support day-to-day employment decisions, mitigate legal risk, and ensure organizational compliance.
• Monitor changes in employment laws and regulations, communicating emerging legal requirements and partnering with the Sr. HR Business Partner to evaluate impacts, develop policies, and implement compliant business practices.
• Conduct audits of employment-related processes, records, reports, and required notices to ensure accuracy, timely completion, and compliance with company policies and applicable laws.
• Evaluate employment practices and operational processes to identify compliance risks, recommend corrective actions, and partner with business leaders to implement sustainable solutions.
• Escalate significant or high-risk compliance concerns to the Sr. HR Business Partner, providing recommendations to address identified issues, reduce future risk, and strengthen compliance practices.
• Partner with Senior Operations Leadership to communicate compliance expectations, provide education and guidance, and validate ongoing adherence to company policies, employment laws, and regulatory requirements.

Employee Relations

• Partner with business leaders to provide comprehensive HR support across the employee lifecycle, including talent acquisition, onboarding, workforce planning, performance management, employee relations, compensation, training and development, health and safety, succession planning, retention initiatives, recognition programs, and other people strategies that support business objectives.
• Serve as a trusted advisor to leaders by providing coaching and guidance on performance management, policy interpretation, employee development, organizational effectiveness, and complex people matters. Assess performance concerns and recommend appropriate corrective action, coaching, performance improvement plans, disciplinary measures, and other employment actions to ensure consistency, fairness, and compliance with company policies and employment laws.
• Collaborate effectively with business leaders and cross-functional stakeholders to develop and implement strategies and programs that attract, develop, engage, reward, and retain…