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Human Resource Business Partner

The HR Business Partner (HRBP) position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the company’s growth objectives, supports its midrange plans through resource management, and nurtures its culture.  This position serves as the primary point of contact for employees and managers throughout the employee life cycle.

 Essential Job Functions/Duties:

  • Supports the employee life cycle from onboarding through offboarding, including health and safety
  • Manages and resolves employee relations issues; Conducts effective, thorough, and objective investigations; Serves as an employee advocate
  • Maintains knowledge of legal requirements related to employee management and business operations, reducing legal risks and ensuring regulatory compliance; Prepares the initial draft of annual compliance filings
  • Provides day-to-day advice and guidance to managers (e.g., coaching, counseling, career development, disciplinary actions, performance management)
  • Advises managers of promotion, transfer, and compensation change requirements; Executes and supports promotion, transfer, and compensation change activity
  • Provides HR policy guidance and interpretation to employees and managers; serves as a resource to employee inquiries (e.g., benefits, PTO, etc.)
  • Conducts weekly meetings with respective department leaders
  • Works with Payroll and the insurance broker to ensure employees on leave are aware of their rights and responsibilities; Works with both parties to ensure benefits compliance requirements/deadlines are met; Completes leave of absence paperwork
  • Conducts new hire HR orientation; delivers training to managers and employees as needed, follows up to ensure training objectives are met
  • Analyzes trends and metrics in partnership with the HR department to identify solutions
  • Participates in and supports talent review meetings (succession planning); support managers and employees with post-meeting actions (e.g., development plan creation and tracking, identifying training resources)
  • Other job duties as assigned and deemed appropriate by management

 Basic Qualifications:

  • Minimum of 3 years of progressive HR Generalist experience, including compensation practices, employee relations, performance management, succession planning, and federal and state respective employment laws
  • Minimum of 1 year of multi-state HR experience
  • Bachelor’s degree in Business Administration or sub-specialty (e.g., Human Resource Management)

 

Other Qualifications:

  • Proficient with Microsoft Office Suite, especially Excel
  • Ability to comprehend, interpret, and apply the appropriate sections of applicable laws (FMLA, ADA, FLSA), guidelines, regulations, ordinances, and policies
  • Strong analytical and problem-solving skills
  • Familiarity with HRIS infrastructure and ability to make employee record changes
  • Ability to maintain confidentiality and exercise discretion in business dealings
  • Excellent verbal and written communication skills with the ability to foster long-term, collaborative relationships
  • Excellent interpersonal skills (i.e., earning trust and influencing) and a demonstrated ability to represent the Department in a professional manner both internally and externally
  • Excellent organizational skills and attention to detail to support a variety of different disciplines/assignments
  • Excellent time management skills with a proven ability to meet deadlines for competing priorities
  • Willingness and ability to learn about benefits compliance requirements (ACA, ERISA, etc.)

Preferred Qualifications:

  • 5 years of progressive HR Generalist experience
  • 2 years of multi-state HR experience

 Work Environment: Hybrid: in-office and remote (work-from-home)