HR Business Partner

JOB TITLE:       HR Business Partner
DEPARTMENT:   Human Resources
REPORTS TO:     HR Business Partner, Manager

Location:            Field-Based (50-70% travel)

 Position Overview

 The HR Business Partner serves as a strategic advisor partnering with operations to align Human Resources strategies with organizational goals. This role focuses on leadership coaching, employee relations, organizational development, workforce planning, talent management, and driving initiatives that improve employee engagement and business performance.

The HR Business Partner works closely with leaders to proactively identify workforce opportunities, resolve complex employee issues, and implement people strategies that support operational success. As the second level of HR support, the HR Business Partner serves as the escalation point for employee relations concerns, policy interpretation, investigations, and leadership coaching.

 Key Responsibilities

 Strategic Business Partnership

• Partner with branch leaders to align HR strategies with business objectives.
• Serve as a trusted advisor to leaders on workforce planning, organizational effectiveness, and employee development.
• Provide recommendations using workforce data and business trends.
• Identify opportunities to improve organizational performance through people strategies.

Leadership Coaching

• Coach leaders on performance management, accountability, employee development, and leadership effectiveness.
• Provide guidance on employee coaching, documentation, corrective action, and performance conversations.
• Support leaders in building high-performing teams.

Employee Relations

• Lead complex employee relations matters, investigations, conflict resolution, and workplace concerns.
• Ensure consistent application of company policies.
• Partner with legal counsel and senior HR leadership when appropriate.
• Serve as escalation point for HR Generalist.

Talent Management

• Support succession planning initiatives.
• Identify high-potential employees and development opportunities.
• Partner with leaders on performance calibration and talent reviews.
• Assist with organizational design and workforce planning.

Employee Engagement & Culture

• Champion employee engagement initiatives.
• Analyze engagement survey results.
• Develop action plans with leaders.
• Support recognition programs and culture initiatives.

Change Management

• Lead organizational change initiatives.
• Support restructures, acquisitions, workforce changes, and communication strategies.
• Help leaders navigate organizational transitions.

Benefits & Leave Administration

• Administer employee benefits and leave of absence processes.
• Assist with open enrollment, employee benefit questions, and leave tracking.

HR Compliance & Risk Management

• Ensure employment decisions align with company policies and employment laws.
• Consult with leadership regarding ADA, FMLA, leave administration, accommodations, and employee relations risk.
• Partner with the Senior HR Manager on high-risk matters.

Branch Partnership

• Maintain regular presence at assigned branches.
• Build relationships with employees and leaders.
• Facilitate leadership training and HR initiatives.
• Gather employee feedback and recommend improvements.

Skills & Competencies

• Strong relationship-building and consultative partnership skills.
• Ability to coach and influence leaders through complex people matters.
• Excellent conflict resolution, investigation, and problem-solving abilities.
• Strong business acumen with the ability to align HR solutions to operational needs.
• Effective communication, decision-making, and change management skills.
• Ability to maintain confidentiality while exercising sound judgment.

Qualifications

• Bachelor's degree required.
• 5-8 years of progressive Human Resources experience.
• Experience supporting multiple business units.
• Strong employee relations and leadership coaching experience.
• SHRM-CP/SHRM-SCP or PHR/SPHR preferred.

Terms and Conditions:

 This job description in no way states or implies that these are the only duties to be performed by the employee(s) incumbent in this position. Employee(s) will be required to follow any other job-related instructions and to perform any other job-related duties requested by any person authorized to give instructions or assignments.    

A review of this position has excluded the marginal functions of the position that are incidental to the performance of fundamental job duties. All duties and responsibilities are essential job functions and requirements and are subject to possible modification to reasonably accommodate individuals with disabilities. To perform this job successfully, the incumbent(s) will possess the skills, aptitudes, and abilities to perform each duty proficiently. Some requirements may exclude individuals who pose a direct threat or significant risk to the health or safety of themselves or others. The requirements listed in this document are the minimum levels of knowledge, skills, or abilities.   

This document does not create an employment contract, implied or otherwise, other than an “at will” relationship.