HR Business Partner

The HR Business Partner (HRBP) is a hands-on HR professional who works between day-to-day HR operations and strategic advising. The HRBP handles the operational work that keeps HR running well, such as leave administration, documentation and compliance. The HRBP is also a trusted advisor to mid-level managers on employee relations, performance, talent and organizational needs.

The ideal candidate is equally comfortable processing an FMLA request and coaching a manager through a difficult performance conversation. They understand the business, build credibility with leaders and turn HR policy into practical guidance that supports both employees and business results.

Key Responsibilities

• Serve as the primary HR point of contact for assigned mid-level managers and their teams.
• Advise managers on employee relations, performance management, corrective action, and policy interpretation.
• Coach managers through difficult conversations, terminations, and team changes.
• Partner with managers on workforce planning, recruiting needs, and talent decisions.
• Use HR data, such as turnover, leave trends, and employee relations patterns, to identify issues and recommend solutions.
• Support organizational change, new HR programs, and policy rollouts within assigned groups.
• Act as a liaison between employees and management on questions or concerns about company policies, practices, and regulations.
• Investigate and resolve employee relations issues, and document findings and outcomes.
• Administer leaves of absence, including FMLA, ADA accommodations, and state-specific leave, from intake through return to work.
• Manage unemployment and workers’ compensation claims in partnership with internal teams and vendors.
• Support compensation, benefits, and training programs, including the onboarding and offboarding processes.
• Process, verify, and maintain accurate HR records and documentation for staffing, training, performance evaluations, and employee changes.

• HR generalist or HR business partner experience, including direct manager advising and employee relations.
• Hands-on experience with leave administration and multi-state compliance.
• Working knowledge of federal, state, and local employment laws, including multi-state and state-specific requirements.
• Strong knowledge of FMLA, ADA, and leave administration, performance management, unemployment and workers’ compensation claims, and employee relations.
• Ability to advise and influence managers, building credibility and trust with leaders.
• Proficient in conflict resolution, investigations, and coaching.
• Able to analyze HR data and turn it into practical recommendations.
• Strong written and verbal communication skills, including professional business correspondence.
• Highly organized and detail-oriented, able to manage competing, time-sensitive priorities.
• Maintains confidentiality and discretion in all duties.
• Self-motivated, proactive, and a collaborative team player.
• Proficient in Microsoft Office (Word, Excel, Outlook, PowerPoint) and HRIS systems.