Human Resources Business Partner

General Summary of Job Duties

The Human Resources Business Partner provides strategic and operational HR support to

leaders and employees across assigned business units within the organization’s multi-

company portfolio. This role partners directly with managers to address employee relations

matters, performance management, organizational effectiveness, compliance, and workforce

planning. The HRBP ensures consistent application of HR policies, strengthens leadership

capability, and helps drive the company’s culture, retention, and engagement initiatives.

Essential Job Responsibilities and Duties

• Serve as a primary HR point of contact for employees and managers within assigned

business units.

• Serve as a primary HR point of contact for employees and managers within assigned

business units.

• Guide performance concerns, corrective action, conflict resolution, documentation, and

coaching.

• Conduct and support investigations related to misconduct, performance, or policy violations.

• Ensure consistent application of policies and adherence to federal, state, and local

employment laws across assigned entities and business units.

• Partner with leaders to strengthen people-management skills, including feedback, coaching,

and team dynamics.

• Support managers in goal-setting, performance evaluations, and development planning.

• Act as a trusted advisor on organizational dynamics, team alignment, HR processes,

policies, and best practices.

• Own employee relations, performance management, policy interpretation, compliance

partnership, workforce planning support, and day-to-day HR advisory responsibilities for

assigned business units, while partnering with operational HR on leave, accommodation,

and related compliance matters.

• Ensure employee actions and HR recommendations consider the regulatory, ethical, and

confidentiality obligations of the assigned business units.

• Support workforce planning discussions, including staffing needs, team structure, and

succession risk.

Collaborate with Talent Acquisition to align hiring decisions with business needs and talent

strategy.

• Participate in onboarding and integration efforts to ensure a positive employee experience.

• Work with leaders to identify engagement challenges and implement action plans to improve

retention and morale.

• Conduct stay interviews, exit interviews, and pulse check-ins to gather insights and identify

trends.

• Support diversity, equity, and inclusion initiatives across the organization.

• Maintain accurate and confidential HR records, documentation, and case files.

• Collaborate with the VP of HR and PEO partner to resolve compliance issues and maintain

audit readiness.

• Use HR data and metrics, including turnover, attendance, and performance trends, to

support decision-making and identify areas for improvement.

• Recommend process improvements to enhance HR service delivery and operational

efficiency.

• Support the development and rollout of HR programs, policies, and systems as needed.

• Mentor HR team members across HR operations, benefits, employee relations, and talent

development.

• Partner with HR leadership and operational HR team members on escalated leave of

absence, ADA, and workplace accommodation matters, providing guidance on risk,

consistency, and appropriate next steps.

• Support leaders and HR in assessing high-risk terminations and other sensitive employment

actions, including documentation review, policy alignment, and risk mitigation

considerations.

• Provide guidance on escalated return-to-work, fitness-for-duty, and interactive process

matters in collaboration with HR leadership, managers, and other internal stakeholders.

• Partner with leadership on organizational change, restructuring, role changes, and change

management efforts, helping assess employee impact, communication needs, and

implementation considerations.

• Advise managers on complex employee situations involving overlapping performance,

attendance, conduct, leave, and accommodation concerns to support consistent and

compliant decision-making.

• Maintain a thorough understanding of and compliance with all federal and state regulations,

including the Fair Debt Collection Practices Act (FDCPA), Telephone Consumer Protection

Act (TCPA), company policies, and internal Standard Operating Procedures to ensure

ethical and compliant client interactions.

• Thorough knowledge of applicable Company and departmental policies and procedures as

well as the willingness to learn and follow any policy or procedure that may be introduced in

the future.

• Maintain an open line of communication with Management.

• Ensure and maintain the confidentiality of all personnel, client, and company information.

Maintain a positive and professional demeanor during all interactions with clients, fellow

employees, and vendors.

• Ability to accept performance feedback in a professional manner.

• Regular attendance and arriving on time to all scheduled shifts and mandatory meetings.

• Other duties as assigned.

Core Values (Standards of Behavior)

To perform the job successfully, an individual should demonstrate the following:

Driven : It's how we get there

• Pedal to the metal. Drive fuels greatness. Pushing yourself to be better.

Caring : It’s why we’re here.

• It's all about others. Walk in their shoes. Show compassion.

Teamwork : It’s having each other’s back.

• Achieving our goals together. Helping each other be the best. Get to the whole by the parts.

Accountability: It’s a way of life.

• Get the job done. Own it. Do what you say.

Attitude: It’s a choice we make.

• First thing you hear is a smile. Making the best of any situation. Attitude is contagious.

Adaptable: It’s how we grow.

• Change is the only constant in life. Move forward or get left behind. Bend. Don't break.

Qualifications
Bachelor’s degree in Human Resources, Business Administration, or related field required.

• HR certification (SHRM-SCP, SPHR) preferred.

• 3–5 years of progressive HR experience, with at least 2+ years supporting professional

services (financial services, legal, insurance, healthcare administration, or similar)

Requirements

Experience supporting multi-state or multi-location organizations is strongly preferred.

• Background working with a PEO (Insperity, ADP TotalSource, etc.) is a plus.

• Experience supporting remote or distributed teams is preferred.

• Strong knowledge of federal and multi-state employment laws and regulations.

• Demonstrated ability to handle sensitive employee relations matters with discretion and

sound judgment.

• Strong communication, relationship-building, and conflict-resolution skills.

• Ability to analyze data, identify trends, and recommend actionable solutions.

• Ability to manage multiple priorities in a fast-paced environment.

• Proficiency with HRIS platforms, HR analytics, and workforce reporting tools.

• Ability to navigate multiple systems accurately and efficiently.

• Proven reliability and accountability in a remote work environment.

• Proficiency in Microsoft Office (Word, Excel, Outlook) and comfort with new technologies.

• Strong collaboration skills and ability to work effectively across departments.

• Commitment to maintaining confidentiality and data security.

Prolonged periods of sitting at a computer workstation.

• Ability to use standard office equipment (computer, headset, phone).

• Manual dexterity for keyboarding and office equipment.

• Visual acuity for reviewing digital and printed documents.

• Continuous communication through virtual and digital platforms.

• Reasonable accommodations may be made to enable individuals with disabilities to

perform the essential functions.

Work Environment

•100% on-site required, this is not a hybrid or remote position.

• Fast-paced, collaborative, and metrics-driven environment focused on service

excellence and continuous growth.