Human Resources Business Partner

Internal applicants MUST apply to the internal job posting through the Mattress Firm Workday system. To view the list of current internal Job Postings, type “Jobs Hub” into the Workday search bar and click on the link. If you are unable to view the job posting, don't hesitate to get in touch with your Talent Acquisition representative. 

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Job Summary: The (REMOTE) HR Business Partner (HRBP) serves as a resource and trusted consultant to leaders and employees within an assigned business unit on all Human Resource (HR) related issues. The HRBP assesses and delivers on HR-related needs, acts as an employee champion and change agent, and ensures alignment of HR solutions with business objectives. This role requires developing partnerships across all HR functions to communicate business needs and deliver value-added services to their business clients that enable business objectives. This role also supports talent management and development efforts, including performance coaching, succession planning, and building bench strength to support future growth. The HRBP must be knowledgeable regarding the business unit they support and how that group contributes to Mattress Firm's strategic goals. 

NOTE: While this position is designated as remote, the HR Business Partner will be required to travel to attend quarterly meetings, conferences, and department meetings approximately 12–15 times per year. Travel may be by air or car, depending on the employee’s location and the location of the event. This role requires the ability to travel domestically as needed and to perform essential job functions with or without reasonable accommodation, in accordance with applicable laws. 

Essential Responsibilities 

• Serve as primary point of contact for HR-related questions and concerns for front line managers and employees, and act as primary point of contact for senior leadership in the absence of the HR Director. 

• Lead and participate in meetings within Human Resources, supported business units, and cross-functional partners, to provide value-added HR information and guidance. 

• Leverage HR partnerships and business unit leaders to deliver performance coaching and development support to strengthen leadership capabilities. 

• Ensure effective new employee onboarding by presenting at meetings and orientations to facilitate the assimilation of new employees into the organization. 

• Collect, analyze, and present HR data; determine trends in the data in partnership with HR Director; create reports and presentations that display data in a meaningful and actionable way. 

• Ensure an effective performance management and progressive discipline process by providing counsel to supervisors and coaching employees, including review of documentation and active coaching of supervisor-employee dialogue while ensuring compliance with Company policies and labor laws. 

• Provide effective employee relations support in a way that ensures balance and fairness, including thorough and objective investigations. 

• Cultivate a culture of inclusion and belonging for all employees that respects their individual strengths, views, and experiences. 

• Identify business unit and individual employee training and development needs. In partnership with HR support partners and/or HR leadership, plan and support curricula/materials for HR training programs and conduct training according to employee needs. 

• Maintain relevant knowledge of legal requirements related to the daily management of employees to reduce legal risks and ensure regulatory compliance. Partner with HR leadership and legal department on more complex issues as needed. 

• Respond to questions and facilitate the processing of employee accommodation requests. 

• Complete all required training modules and certifications prior to the due date. 

• Ensure all safety policies and procedures are followed to create a safe work environment for all. 

• Communicate professionally with all internal and external contacts. 

• Follow all Company policies and execute Company standards on appearance and functionality as well as appropriate brand representation. 

• Communicate any concerns or issues to leadership to ensure proper efficiency of department and Company operations. 

• Support succession planning and talent calibration processes that strengthen manager effectiveness and readiness, ensuring a robust bench strength. 

• Cultivate collaboration and communication across teams through active participation in cross-functional meetings, enhancing partnership, knowledge sharing, and consistent execution of HR processes. 

Non-Essential Responsibilities 

• Execute Company initiatives and other activities requested by supervisor. 

• Updates job knowledge by participating in educational opportunities. 

• Contribute ideas on ways to optimize or improve the team, the department, and the Company. 

• Participate in special projects and perform other duties as required. 

Education 

• High School diploma or equivalent required 

• Bachelor's Degree Business, Human Resources, related field, and/or equivalent experience preferred 

Professional Experience 

• 7+ Years Human Resources experience required or 

• 7+ Years Equivalent and applicable experience required 

• 5+ Years Presenting to large groups of employees both in person and virtually preferred 

• 4+ Years Providing complex, remote HR support to a multi-state workforce preferred 

Skills List 

• Understands the organization’s operations and functions and apply that information to HR initiatives in a manner that ensures consistency with the strategic direction of the organization. 

• Effectively crafts and delivers concise and informative communications, listens to and address concerns of others, and transfers information across the organization. 

• Works with organizational members to evaluate business challenges, identify opportunities, and builds HR solutions that meet the needs of the organization. 

• Collects and analyzes data and interprets and promotes findings that evaluate HR initiatives and inform business decisions and recommendations. 

• Maintains high level of personal and professional integrity, promotes the core values of the organization, and ensures accountability. 

• Navigates the organization and accomplishes HR goals, leads and promotes organizational change, and promotes the role of HR as a key business partner. 

• Creates and maintains a network of contacts, works as an effective member of a team, and manages conflict while supporting the organization. 

• Utilizes techniques designed to minimize the negative effects of conflict and enhance positive outcomes. 

• Promotes a diverse and inclusive workplace. 

 
Competencies & Knowledge 

• Employment and Labor Laws: Medium 

• Strong analytics and data reporting capability: Medium 

• Microsoft Suite (Excel, Word, PowerPoint and Teams): High 

• Workday HRIS System: Medium 

Licenses and Certifications 

• Certificate SHRM-CP/SHRM-SCP or PHR/SPHR preferred 

California Residents  

We will consider for employment all qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable state and local laws, including the California Fair Chance Act, the City of Los Angeles Fair Chance Initiative for Hiring Ordinance, and the Los Angeles County Fair Chance Ordinance, where applicable.  

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