Human Resource Business Partner

HR Business Partner and Recruiter

Strategic field HR leadership for a growing, multi-division enterprise

The HR Business Partner (HRBP) serves as a strategic people partner to assigned division and location leaders. The role translates business priorities into practical workforce, talent, performance, employee-relations, and organizational solutions while ensuring consistent application of enterprise HR standards. The HRBP supports a geographically distributed, hourly workforce and balances hands-on field partnership with data-driven planning and risk management.

Another important part of this role will be acting in the capacity of a recruiter.  Good recruiting helps support position management, performance management, strengthens culture and achieving company objectives.  The HRBP will partner with the CHRO and business leaders to create, implement, and execute recruiting strategies and best practices. 

Human Resources is a Shared Service within Speedy CPS.  HR supports a variety of business locations and types of business and plays a major role in business success.  HR is expected to understand how the business works, willing to help support, improve and be part of multi-department teams to help the business reach its goals.  HR has the opportunity to play a valuable strategic business role in a fast growing organization.  Growth and development is a major focus in the organization and HR has the opportunity to be part of business processes and teams

Organization Core Values

Humanity – People, Respect, Teamwork, Community, Kindness

Excellence – Quality Work, Integrity, Responsibility, Accountability, Exceptional

Curiosity – Learning, Listen, Knowledge, Creativity, Problem-Solving, Challenge Assumptions

Scrappy – Self-starter, Committed, Enthusiastic, Initiative, Hard-Working

• Leaders have credible workforce plans, succession coverage, and the management capability required to achieve growth objectives.
• Employee-relations matters are addressed promptly, fairly, consistently, and with sound documentation.
• Turnover, vacancies, attendance, overtime, engagement, safety, and talent risks are visible and acted upon.
• Enterprise people programs are implemented effectively across assigned locations without unnecessary local variation.
• New locations and organizational changes meet staffing, onboarding, training, and compliance readiness requirements.

• Build strong working relationships with division executives, regional leaders, location managers, and frontline supervisors.
• Translate operating plans, growth forecasts, and labor requirements into workforce plans by location, shift, and critical role.
• Be a subject matter expert related to talent acquisiting/recruiting
• Advise leaders on organization design, spans of control, position requirements, staffing models, and management capacity.
• Identify workforce risks and recommend practical actions related to retention, productivity, scheduling, structure, and talent supply.
• Participate in annual budgeting, headcount planning, labor reviews, new-location planning, and organizational change initiatives.
• Use HR and operating data to diagnose patterns and hold leaders accountable for agreed people actions.

• Serve as the lead HR advisor for employee complaints, performance concerns, conduct issues, attendance matters, and workplace conflict.
• Conduct or oversee timely, impartial investigations involving harassment, discrimination, retaliation, safety, ethics, or policy concerns.
• Coach leaders through corrective action, performance improvement, accommodation, leave, and separation decisions.
• Review higher-risk employment actions for consistency, documentation quality, policy alignment, and legal risk; engage senior HR or counsel when appropriate.
• Monitor employment practices across Idaho, Utah, Wyoming, and Montana and partner with People Operations to implement required changes.
• Maintain accurate employee-relations case records and analyze recurring issues by leader, location, and division.

• Partner with Talent Acquisition on hiring forecasts, critical openings, selection quality, and management bench needs.
• Facilitate talent reviews, succession planning, performance calibration, and development planning for key roles.
• Coach leaders on goal setting, feedback, performance reviews, career development, and retention of critical employees.
• Support leadership-development programs and reinforce manager accountability for team climate, turnover, safety, and internal advancement.
• Lead people aspects of new-location openings, restructures, integrations, and other business changes.
• Gather employee feedback through site visits, listening sessions, stay interviews, and exit trends; convert findings into action plans.

• Become an expert with the HRIS so that the system can be used to accomplish business results through tasks and workflow management. 
• Help create new strategies and workflows in the HRIS to improve speed and efficiency in people system processes.

• Bachelor’s degree in human resources, business, organizational leadership, or a related field, or an equivalent combination of education and relevant experience.
• At least four years of progressive HR experience, including substantial employee-relations and manager-coaching responsibility.
• Experience supporting multi-location, hourly, manufacturing, retail, hospitality, restaurant, or similarly operational workforces.
• Demonstrated ability to conduct investigations, assess risk, interpret policy, and influence leaders at multiple levels.
• Working knowledge of federal employment requirements and the ability to manage multi-state compliance with appropriate expert support.
• Strong analytical, written, verbal, facilitation, and change-management skills.
• Ability to travel regularly among assigned locations and respond appropriately to time-sensitive employee matters.

• Professional HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR.
• Experience supporting rapid expansion, acquisitions, new-site openings, or significant organizational change.
• Experience with HRIS, applicant tracking, case-management, learning, scheduling, and workforce-analytics systems.
• Bilingual English/Spanish capability where it reflects workforce needs.

• Business acumen and practical judgment
• Strategic consulting and influence
• Employee-relations expertise
• Courageous, respectful communication
• Data interpretation and problem solving
• Change leadership
• Confidentiality and integrity
• Field presence and relationship building
• Execution and follow-through

• This is a full time salaried role.
• Hours will typically be 8am to 530pm.  Hours may require early mornings, later nights or weekends as projects or challenges arise
• There will be some travel required based on specific needs
• The salary is dependent on specific HR experience.  Please do not apply if you have never worked in an HR position before.  This is not an entry level HR role.

The role works in office , production, and/or restaurant environments and requires frequent interaction with employees and leaders across multiple shifts. Regular regional travel is expected. Occasional early-morning, evening, or urgent support may be required. The employee must be able to access assigned work locations and comply with applicable safety, sanitation, and personal protective equipment requirements.  There are no full time remote options available.  Occasional remote work may be approved as situations arise.

About AlphaGraphics

AlphaGraphics is a commercial printer and sign business that focuses on helping customers with creative services, custom ordering portals, printed and sign products, ecommerce, branding, kitting and shipping. We brand everything from printed products, signs, promo, swag - if a logo goes on it, we produce it. AlphaGraphics provides virtually any visual representation a company will need.  We fulfill at break-neck speeds without losing that personal touch.  WE MAKE COMPANIES VISIBLE!

The AlphaGraphics Idaho Falls location is part of a larger organization called Speedy CPS and is the corporate office location.  Speedy CPS has 17 locations in Utah, Idaho, Wyoming and Montana.  Speedy CPS uses a divisional structure model with a new business division starting at the end of 2026 that HR Shared Services will need to support.

Benefits:

• Health Insurance
• Dental
• Vision
• Flexible Spending
• Life Insurance
• 401k Retirement account with matching
• Hospital
• Critical Illness
• Accident
• Employee discount
• Paid time off
• Holiday Schedule including your Birthday
• Planet Fitness Program