Human Resources Business Partner

General Summary of Job Duties The Human Resources Business Partner provides strategic and operational HR support to Description The Human Resources Business Partner provides strategic and operational HR support to leaders and employees across assigned business units within the organization’s multi-company portfolio. This role partners directly with managers to address employee relations matters, performance management, organizational effectiveness, compliance, and workforce planning. The HRBP ensures consistent application of HR policies, strengthens leadership capability, and helps drive the company’s culture, retention, and engagement initiatives. Essential Job Responsibilities And Duties Serve as a primary HR point of contact for employees and managers within assigned business units. Serve as a primary HR point of contact for employees and managers within assigned business units. Guide performance concerns, corrective action, conflict resolution, documentation, and coaching. Conduct and support investigations related to misconduct, performance, or policy violations. Ensure consistent application of policies and adherence to federal, state, and local employment laws across assigned entities and business units. Partner with leaders to strengthen people-management skills, including feedback, coaching, and team dynamics. Support managers in goal-setting, performance evaluations, and development planning. Act as a trusted advisor on organizational dynamics, team alignment, HR processes, policies, and best practices. Own employee relations, performance management, policy interpretation, compliance partnership, workforce planning support, and day-to-day HR advisory responsibilities for assigned business units, while partnering with operational HR on leave, accommodation, and related compliance matters. Ensure employee actions and HR recommendations consider the regulatory, ethical, and confidentiality obligations of the assigned business units. Support workforce planning discussions, including staffing needs, team structure, and succession risk. Participate in onboarding and integration efforts to ensure a positive employee experience. Work with leaders to identify engagement challenges and implement action plans to improve retention and morale. Conduct stay interviews, exit interviews, and pulse checkins to gather insights and identify trends. Support diversity, equity, and inclusion initiatives across the organization. Maintain accurate and confidential HR records, documentation, and case files. Collaborate with the VP of HR and PEO partner to resolve compliance issues and maintain audit readiness. Use HR data and metrics, including turnover, attendance, and performance trends, to support decision-making and identify areas for improvement. Recommend process improvements to enhance HR service delivery and operational efficiency. Support the development and rollout of HR programs, policies, and systems as needed. Mentor HR team members across HR operations, benefits, employee relations, and talent development. Partner with HR leadership and operational HR team members on escalated leave of absence, ADA, and workplace accommodation matters, providing guidance on risk, consistency, and appropriate next steps. Support leaders and HR in assessing high-risk terminations and other sensitive employment actions, including documentation review, policy alignment, and risk mitigation considerations. Provide guidance on escalated return-to-work, fitness-for-duty, and interactive process matters in collaboration with HR leadership, managers, and other internal stakeholders. Partner with leadership on organizational change, restructuring, role changes, and change management efforts, helping assess employee impact, communication needs, and implementation considerations. Advise managers on complex employee situations involving overlapping performance, attendance, conduct, leave, and accommodation concerns to support consistent and compliant decision-making. Maintain a thorough understanding of and compliance with all federal and state regulations, including the Fair Debt Collection Practices Act (FDCPA), Telephone Consumer Protection Act (TCPA), company policies, and internal Standard Operating Procedures to ensure ethical and compliant client interactions. Thorough knowledge of applicable Company and departmental policies and procedures as well as the willingness to learn and follow any policy or procedure that may be introduced in the future. Maintain an open line of communication with Management. Ensure and maintain the confidentiality of all personnel, client, and company information. Maintain a positive and professional demeanor during all interactions with clients, fellow employees, and vendors. Ability to accept performance feedback in a professional manner. Regular attendance and arriving on time to all scheduled shifts and mandatory meetings. Other duties as assigned. Core Values (Standards of Behavior) To perform the job successfully, an individual should demonstrate the following: Driven: It's how we get there Pedal to the metal. Drive fuels greatness. Pushing yourself to be better. Caring: It’s why we’re here. It's all about others. Walk in their shoes. Show compassion. Teamwork: It’s having each other’s back. Achieving our goals together. Helping each other be the best. Get to the whole by the parts. Accountability: It’s a way of life. Get the job done. Own it. Do what you say. Attitude: It’s a choice we make. First thing you hear is a smile. Making the best of any situation. Attitude is contagious. Adaptable: It’s how we grow. Change is the only constant in life. Move forward or get left behind. Bend. Don't break. Qualifications Bachelor’s degree in Human Resources, Business Administration, or related field required. HR certification (SHRM-SCP, SPHR) preferred. 3–5 years of progressive HR experience, with at least 2+ years supporting professional services (financial services, legal, insurance, healthcare administration, or similar) Requirements Experience supporting multi-state or multi-location organizations is strongly preferred. Background working with a PEO (Insperity, ADP TotalSource, etc.) is a plus. Experience supporting remote or distributed teams is preferred. Strong knowledge of federal and multi-state employment laws and regulations. Demonstrated ability to handle sensitive employee relations matters with discretion and sound judgment. Strong communication, relationship‑building, and conflict‑resolution skills. Ability to analyze data, identify trends, and recommend actionable solutions. Ability to manage multiple priorities in a fast‑paced environment. Proficiency with HRIS platforms, HR analytics, and workforce reporting tools. Ability to navigate multiple systems accurately and efficiently. Proven reliability and accountability in a remote work environment. Proficiency in Microsoft Office (Word, Excel, Outlook) and comfort with new technologies. Strong collaboration skills and ability to work effectively across departments. Commitment to maintaining confidentiality and data security. Embodies the Company’s core values. Physical Requirements Prolonged periods of sitting at a computer workstation. Ability to use standard office equipment (computer, headset, phone). Manual dexterity for keyboarding and office equipment. Visual acuity for reviewing digital and printed documents. Continuous communication through virtual and digital platforms. Reasonable accommodations may be made to enable individuals with disabilities to Perform The Essential Functions. Work Environment 100% on-site required, this is not a hybrid or remote position. Fast-paced, collaborative, and metrics‑driven environment focused on service excellence and continuous growth. #J-18808-Ljbffr GRT Financial, Inc.