Human Resources Business Partner

Responsibilities
Employee Relations & Investigations

Serve as the primary HR advisor for complex employee relations matters across multiple states and markets.
Independently conduct and document workplace investigations involving harassment, discrimination, retaliation, misconduct, policy violations, workplace conflict, ethics concerns, and employee complaints.
Interview employees, leaders, and witnesses; assess findings and provide practical recommendations for resolution and corrective action.
Coach leaders through performance management, progressive discipline, behavioral concerns, and termination decisions.
Identify employee relations trends and recommend proactive solutions to reduce risk and recurring issues.
Serve as an escalation point for sensitive and high-risk employee matters.
Employment Law, Compliance & Risk

Provide guidance to leaders on federal, state, and local employment laws and regulations.
Advise on matters involving FMLA, ADA, PWFA, accommodations, leave, wage and hour requirements, and other employment-related regulations.
Interpret and help ensure consistent application of company policies and practices across supported markets.
Partner with Legal and Compliance on investigations, employment-related claims, agency inquiries, litigation matters, and other areas of risk.
Help identify and mitigate employment-related risk before issues escalate.

Leadership Partnership

Build strong partnerships with Regional Directors, Operations Leaders, Vice Presidents, and other business leaders.
Coach leaders on employee relations, conflict resolution, performance management, accountability, and leadership effectiveness.
Provide practical, business-focused recommendations that balance employee needs, compliance requirements, and operational objectives.
Influence and guide leaders through difficult and sometimes high-risk employee decisions.
Partner with other HRBPs and HR teams to provide consistent support across the organization.

HR Support & Reporting

Maintain accurate and confidential employee relations case documentation and investigation records.
Analyze employee relations trends and provide insights and recommendations to leadership.
Support policy development, interpretation, and implementation.
Partner with HR Centers of Excellence and operational teams on compliance initiatives, audits, and special projects.

Qualifications
Bachelor’s degree in Human Resources, Business Administration, Labor Relations, or a related field.
5+ years of progressive HR experience, with significant experience in Employee Relations and workplace investigations.
Hands-on experience managing complex employee relations matters, including performance management, corrective action, accommodations, leave, and terminations.
Experience supporting a workforce of 800+ employees in a multi-site or multi-state environment.
Strong working knowledge of federal and state employment laws and HR compliance requirements.
Experience advising leaders on performance management, corrective action, accommodations, leave, and terminations.
Strong judgment and ability to assess and mitigate employment-related risk.
Excellent written and verbal communication skills, with the ability to communicate effectively with employees through executive leadership.
Ability to manage multiple high-priority matters, investigations, and competing deadlines in a fast-paced environment.

Preferred Qualifications
HR certification such as PHR, SPHR, SHRM-CP, or SHRM-SCP
Experience partnering with Legal or Compliance teams strongly
Healthcare, dental, retail, hospitality, or other multi-site operational experience