Human Resources Business Partner

Job Highlights JOB DESCRIPTION SUMMARY/OBJECTIVE The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. Retention, engagement, business performance, policy administration and HR compliance are top priorities. The position formulates partnerships across the HR function and other functional areas to deliver value-added service to management and employees that reflects the business objectives of the organization. Responsibilities ESSENTIAL FUNCTIONS Reasonable Accommodations Statement - To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Reasonable Accommodations may be made to enable qualified individuals with disabilities to perform the essential functions. Conducts regular, weekly meetings with respective business units to support employee engagement, retention, performance management, compliance with HR and employer policies and regulations, and employee status changes. Also, to advise about federal and local regulations. Consults with line management, providing HR guidance when appropriate. Manages and supports leadership in resolving complex employee relations issues. Conducts effective, thorough and objective investigations. Acts as a trusted advisor to management and employees on HR-related issues, including conflict resolution, performance management, and employee engagement. Maintains in-depth knowledge of legal requirements related to day‑time management of employees, reducing legal risks and ensuring regulatory compliance. Provides performance management guidance to line management (e.g., coaching, counseling, disciplinary actions). Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Ensure compliance with labor laws and company policies, advising management on regulatory changes and implications. (Compliance and Policies) Communicate HR policies and procedures, ensuring alignment with best practices. Provides HR policy guidance and interpretation. Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies. Delivers actionable reports/data and recommendations to the leaders of their supported business units. (Data Analysis and Reporting) Develops employment terms for new hires, promotions and transfers. Oversee the performance appraisal process, providing guidance to managers on setting objectives and delivering constructive feedback. Responsible for timely, compliant and accurate review, decision‑making, and completion of handling requested or required employee changes using company processes, often submitted by managers. (Status Changes, separations, bonuses, accommodations, leaves, and more.) Participate in policy development. OTHER DUTIES & RESPONSIBILITIES Maintains an effective level of business literacy about the business unit's performance and challenges, its midrange plans, its culture and its competition. May lead or participate in administering and overseeing the performance appraisal process, providing guidance to managers on setting objectives and delivering constructive feedback. Responsible for timely, compliant and accurate review, decision making and completion of handling requested or required employee changes using company processes, often submitted by managers. (Status Changes, separations, bonuses, accommodations, leaves, and more.) Partners with the legal department as needed/required. Prepare reports for leadership on key HR initiatives and engagement. Maintaining updated personnel records, and validation checks for compliance. (ie: minor work permits, harassment training completion records, offer/promotion/transfer/pay change letters, etc.) Propose, and participate in talent development programs to enhance employee skills and career progression. Performs other related duties as assigned. Qualifications REQUIRED SKILLS & ABILITIES Strong knowledge of HR best practices, employment law, and organizational development Excellent interpersonal, and verbal and written communication skills, with the ability to build relationships at all levels of the organization Proven problem‑solving skills and the ability to manage multiple priorities in a fast‑paced environment Calm under pressure, making sound decisions Proven ability to conduct effective and compliant investigations, with positive outcomes Strong documentation and process discipline An unwavering customer service focus, with excellent customer service and influencing skills Excellent organizational skills and attention to detail Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies Ability to balance empathy with accountability, as well as legal risk with operational needs Ability to acquire a thorough understanding of an organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors Excellent time management skills with a proven ability to meet deadlines Strong analytical and problem‑solving skills, including spreadsheet proficiency Nuanced judgement Proficient with Outlook or Gmail as well as GoogleSuite, Microsoft Office Suite or related programs REQUIRED EDUCATION AND EXPERIENCE Bachelor’s degree in Human Resources, Business Administration, or related field, or 5 or more years of leadership experience with HR associated responsibilities and experience Minimum of 2 years of experience in a human resources role, with a focus on business leader partnerships and regulatory compliance. 2 years of leadership experience, directly managing and overseeing a team Proven history of successfully developing long‑term customer and employee relationships, leading to business growth. SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP), or HRCI Certified Professional credential (current or previously maintained for no less than 3 years). If the certification is not currently active, must have the ability to obtain certification within two years of employment. PREFERRED EDUCATION AND EXPERIENCE Master’s degree in relevant field (business, psychology, organizational behavior, human resources, or similar) Over 5 years of experience in a human resources role, with a focus on business leader partnerships and federal and local compliance 3 or more years of people management experience, with direct reports Leadership or HR experience in a front‑line service, multi‑location, for profit business Multistate employer work experience - either overseeing staff in several states, or handling Human Resources for multiple states Pay Range USD $62,053.00 - USD $86,874.00 /Yr. Pay and Perks Why Join Emler? Phone allowance per paycheck of $50 Health, dental, vision and life insurance plan options Short term and long term disability insurance Voluntary Aflac supplemental insurance plans at discounted rates 401k with employer matching Paid Time Off Discounted rates on pet insurance Discounts on products and services through LifeMart Mission‑driven, people‑first culture Growing, multi‑state organization with career advancement opportunities High visibility role partnering with operations and construction leadership Opportunity to build scalable systems and influence long‑term facility strategy #J-18808-Ljbffr