HR Business Partner

POSITION OVERVIEW The HR Business Partner provides broad HR support to employees and leaders, with primary responsibility for employee relations, benefits and leave administration, policy compliance, employee engagement, and general HR operations. The position works collaboratively with HR leadership and specialized HR teams to ensure consistent and legally compliant practices. ESSENTIAL FUNCTIONS: Employee Relations and Compliance Provides day-to-day HR guidance to employees and leaders regarding workplace concerns, attendance, conduct, and policy interpretation.Conducts workplace investigations and supports conflict resolution, corrective action, and other employee relations matters.Maintains current knowledge of employment laws and supports compliance with company policies and applicable federal, state, and local requirements.Supports HR audits, required reporting, record retention, and employment documentation. Benefits, Leave, and Compensation Provides employee support regarding benefits, eligibility, enrollment, and issue resolution in coordination with vendors and internal partners.Administers or supports FMLA, ADA accommodations, workers compensation, and other leave programs, including return-to-work coordination.Supports job and compensation reviews, internal equity analysis, and documentation of approved changes.Coordinates employee separations, including exit interviews, required notices, and unemployment responses. HR Operations and Organizational Support Maintains accurate employee records and processes routine employee changes in coordination with the HRIS Director.Supports onboarding and hiring activities as needed in partnership with the Recruiting team.Provides support for performance-related documentation and processes in partnership with HR leadership.Supports employee engagement, retention, policy updates, and organizational changes.Prepares standard HR reports, identifies workforce trends, and recommends practical improvements.Partners with HR leadership, HRIS, Recruiting, Learning and Development, Benefits, and operational leaders on HR matters and special projects. Education and/or Experience: Bachelor's degree in Human Resources, Business Administration, or a related field required.Minimum of 5-7 years of progressively responsible Human Resources experience.Experience independently advising managers and leaders on complex employee matters.Professional certification such as PHR, SPHR, SHRM-CP, or SHRM-SCP preferred. Demonstrated experience in: Workplace investigationsBenefits administrationLeave administration (FMLA, ADA, Workers' Compensation, etc.)Employment law compliancePolicy administrationCompensation supportEmployee engagement initiativesGeneral HR operations Other Requirements: Strong working knowledge of applicable employment laws and HR practices.Excellent judgment, confidentiality, communication, interpersonal, and conflict-resolution skills.Strong organization, analytical ability, attention to detail, and ability to manage multiple priorities.Proficiency with Microsoft Office applications and electronic employee records. PHYSICAL DEMANDS: The employee must occasionally lift and/or move up to 20 pounds. Specific vision abilities required by this job include close vision, distance vision, and ability to adjust focus. This position will work full-time in an office environment, although the nature of the work may sometimes lead to outside meetings. All job requirements listed indicate the minimum level of knowledge, skills, and/or ability deemed necessary to perform the job proficiently. This job description is not to be construed as an exhaustive statement of duties, responsibilities, or requirements. Employees may be required to perform any job-related function as directed by their supervisor.