HR Business Partner

The successful candidate will balance strategic HR initiatives with hands-on execution of HR programs, processes, and day-to-day tasks Serve as a strategic partner and trusted advisor to regional managers and property leadership across our 40+ locations, aligning people strategy with business goals Translate business objectives into HR strategies for workforce planning, retention, performance, and engagement Use HR data and analytics to identify trends turnover, time-to-fill, engagement, labor cost and recommend and drive interventions Coach managers and regional leaders on employee relations, performance management, and difficult conversations, handling escalated matters directly Build and customize reports and dashboards to turn raw data into actionable workforce insight Evaluate, adopt, and champion new software and AI tools that improve HR decision-making, and coach managers on using them effectively Partner on organizational design, role clarity, and succession and development planning Lead culture initiatives, including the annual Summit event and other programs that build collaboration and reduce turnover Ensure HR practices are compliant, equitable, and consistent across our multi-state operations Work with recruiting coordinator on sourcing, selecting, and retaining candidates Communicate regularly with leaders and employees to roll out policy, gather feedback, and strengthen connection with our company Partner with recruiting coordinator on aspects of the onboarding and offboarding workflows, including employee phone introductions, 30/60/90 check-ins, enrollment in trainings, stay and exit interviews Fulfill all other assigned job duties as deemed necessary and appropriate by upper-level management 5–8+ years of progressive Human Resources experience, including partnering directly with business or operational leaders Bachelor's Degree required; Master's degree or senior certification (SPHR, SHRM-SCP) preferred Strategic thinker who connects HR initiatives to business outcomes such as retention, productivity, and cost Strong consulting, coaching, and influencing skills, with the credibility to advise and challenge leaders Solid analytical and math skills; comfort interpreting workforce metrics and turning data into recommendations Detail-oriented, organized, responsible and accountable; doesn’t miss a deadline Instinctive command of computer software — able to sit down with an unfamiliar program and figure out how to navigate it, where the reports and functionality live, and how to extract the insight needed Highly fluent at locating, building, and customizing analytics and reports across HRIS, payroll, and business platforms to inform strategy Quick to adopt and champion new software and AI tools, and able to translate that fluency into coaching managers and elevating the whole team Total fluency in HRIS software (Paycor experience a plus), proficiency using AI, mastery of Microsoft Office, and strong overall software aptitude Excellent critical thinking and problem-solving skills Excellent at process development and implementation Excellent written and verbal communication skills Willingness to work independently and as part of a team #J-18808-Ljbffr Detroit SHRM