Director, Human Resources Business Partners

The Director of Business Partners leads Foundation Partners Group's HR Business Partner team — the labor experts of our HR organization. This leader ensures every BP owns labor compliance end to end and manages attrition rather than reporting it, bringing the full power of the HR system to every operator conversation.

This is not a generalist HR leadership role. At FPG, talent and labor are distinct disciplines: the BP organization owns the labor side of the business — attrition and retention, productivity, labor model adherence, scheduling compliance, and workforce cost. The Director sets the standard for that ownership, builds the capability of the BP team, and is accountable for BP performance across every market.

Key Responsibilities

• Lead, develop, and hold accountable the team of HR Business Partners supporting operators across all FPG markets.
• Set and enforce the operating standard for BPs: labor compliance is owned end to end, and attrition is managed, not reported.
• Ensure every BP knows their market's turnover stack rank, regrettable attrition rate, and at-risk employees by name.
• Build commercially fluent BPs who know their markets' Rev/FTE, EBITDA, and operating metrics and can connect labor decisions to the P&L

Attrition & Retention

• Own market-level attrition and retention outcomes across the BP organization as a direct BP accountability — not a shared problem.
• Ensure every market has an active attrition action plan, grounded in root cause analysis, reviewed with operators on a defined monthly cadence.
• Act on sentiment intelligence from the Engagement BP — stay interviews, micro pulse surveys, and field signals — to intervene before disengagement becomes attrition.
• Partner with the Head of Workforce Strategy & Productivity to quantify attrition cost and prioritize retention investments.

Labor Compliance & Workforce Cost

• Ensure operators run compliant schedules, hit labor hour targets, manage overtime within approved parameters, and adhere to the approved labor model in every market.
• Own the operator conversation and the correction when scheduling is out of compliance or labor hours are off target.
• Drive labor margin performance versus budget and Rev/FTE improvement across markets.
• Oversee performance management execution and required documentation adherence across the BP team's markets.

Cross Functional Integration

• Operate the BP team as the connective tissue of one integrated HR system — bringing COE expertise, analytics, and workforce models into every operator relationship.
• Respect the talent/labor boundary: partner with (never duplicate) the SD of Talent on hiring, assessment, stack ranking, succession, and HiPo development.
• Escalate employee relations trends to the Director of Employment Law & Relations and ensure BPs adhere to required ER processes.
• Rely on People Analytics & HRIS as the single source of data and reporting; hold the BP team to data integrity standards

Compliance & Completion Accountability 

Consistent with the FPG HR operating model, the Director owns both the expertise and the accountability of the BP function. The Director is directly accountable for:

• Attrition action plans — active and reviewed monthly in every market
• Labor hour compliance rate by location
• Scheduling compliance versus the approved labor model
• Overtime percentage within approved parameters
• Performance review completion in every market
• Required documentation adherence across the BP team

KEY PERFORMANCE INDICATORS

• Voluntary attrition rate by market and regrettable attrition %
• Active retention plans in place across all markets
• Labor hour compliance rate and scheduling compliance vs. the approved model
• OT % vs. approved parameters
• Labor margin vs. budget and Rev/FTE vs. prior period
• Attrition action plan completion, labor hour compliance % by location, and performance review completion %
• Performance plan and disciplinary action documentation %

Qualifications:

• 10+ years of progressive HR experience with 5+ years as a senior HR Business Partner or field HR team leader in a multi-site, distributed operating environment.
• Demonstrated domain knowledge of labor compliance, workforce cost, and scheduling/labor model adherence — not just advisory exposure to them.
• Proven track record reducing voluntary and regrettable attrition through root cause analysis and operator-facing action plans.
• Commercial fluency: comfortable operating against Rev/FTE, EBITDA, labor margin, and location-level P&L metrics.
• Strong operator relationships — able to own hard conversations and drive correction with credibility and empathy.
• Experience working within a COE model and with HRIS/analytics platforms (ADP experience preferred).
• Bachelor's degree in HR, Business, or related field; advanced degree or SHRM-SCP/SPHR certification preferred.

• Meaningful Work: Make a real difference by helping families navigate one of life's most challenging times with compassion and care.
• Competitive Pay and Benefits:
  o Medical, dental, prescription, and vision insurance
  o Vacation, sick, and holiday pay
  o Wellness Rewards
  o 401k with company match
  o Company-paid life insurance, long-term disability, and short-term disability
• Career Growth: Take advantage of ongoing training and advancement opportunities within the funeral service industry.
• Supportive Culture: Be part of a compassionate, mission-driven team that values respect, empathy, and service.