Human Resources Business Partner

There are many reasons why EPIC Insurance Brokers & Consultants has become one of the fastest-growing firms in the insurance industry. Fueled and driven by capable, committed people who share common beliefs and values and “bring it” every day, EPIC is always looking for people who have “the right stuff” – people who know what they want and aren’t afraid to make it happen.

Headquartered in San Francisco and founded in 2007, our company has over 3,000 employees nationwide. With locations spread out across the U.S., our local market knowledge and industry expertise helps support our clients' regional and global needs. We have grown very quickly since our founding, and we continue to see growth and success thanks to our hard-working and growth-minded employees.

Our core values are:
Owner mindset, Inspire trust, Think big, and Drive results. If these values and growth align with what you're looking for in your next career? Then consider joining our amazing team!

At EPIC, HR is more than just solving people problems. It’s having a seat at the table, partnering with business leaders, and delivering results to drive organizational growth. The Human Resources Business Partner (HRBP) will use their outstanding people skills to lead, plan, and direct our talent policies and activities. The HRBP will drive employee engagement and foster a thriving culture by developing and supporting programs throughout the employee lifecycle.

This role ensures that our human resources programs and initiatives are effective, efficient, and aligned with overall business objectives and talent strategy.

Location: This is a HYBRID role - qualified candidates must be able & willing to work 3 days a week from any of our following offices:
Atlanta (Sandy Springs) GA, Greenwich CT, Melville NY, New York City NY, or Summit NJ.

• REQUIRED: Current experience working in an HRBP / HR Generalist role, with at least 3+ years of employee relations & performance management experience.
• Strong communicator (both written and verbal communication) who enjoys providing top-notch customer service to internal stakeholders from all levels of the organization.
• High attention to detail and ability to learn and work in software systems.
• Strong problem-solvers - able to lean into challenges and collaborate to come up with positive solutions.
• HR professionals eager to learn and grow! Willing to be a sponge to learn the "EPIC Way" and then put what they've learned into practice to best serve the business.

A detailed list of job duties includes (but is not limited to):

• Assist business leaders of their designated population with retaining and developing talent.
• Drive HR programs across employee populations.
• Provide business unit with cost parameters associated with hiring, training, and retaining top talent.
• Participate in developing department goals and objectives.
• Develop new job descriptions with managers and amend existing ones to reflect business needs and for the purpose of ensuring FLMA status, clarity for recruitment and talent development Assist managers with mitigating conflicts.
• Ensure compliance with laws and regulations by working directly with managers and employees, providing guidance and interpretation of employment laws and regulations relevant to daily operations.
• Partner with Centers of Excellence for HR analytics, technology, and career development opportunities.
• Monitor the business and talent using a variety of KPIs and present relevant data to business leaders.
• Administer and provide guidance for the performance evaluation program.
• Provide advice and guidance on employee relations issues, progressive discipline, and documentation requirements. Manage employee relations cases from start to end, providing guidance in confidential situations and escalation to HRD/VP of HR.
• Educate and support management on employee relations and employee performance issues.
• Work with leadership to develop and monitor the organization's culture and support initiatives.
• Promote positive employee relationships through communication and interpretation of HR policies.
• Relationship Building – Develops effective long-term…