HRBP - Compensation and Benefits

Job Description

Job Description

Pinnacle Propane, LLC, a leading provider in the propane industry, is on the hunt for a dynamic and driven Human Resources Business Partner - Compensation and Benefits to join our growing team. If you are passionate about building relationships, identifying new business opportunities, and driving growth, we want to hear from you!

Why Join Pinnacle Propane? 

At Pinnacle Propane, we pride ourselves on delivering safety, reliability, and exceptional customer service. Our commitment to innovation and sustainability positions us as a trusted partner for residential, commercial, and industrial propane solutions. Join us in making a difference in our community by providing top-notch propane services that power homes and businesses.

We value our employees and offer a comprehensive benefits package to support your well-being and work-life balance. When you join our team, you'll enjoy: 

• Great Benefits: Including medical, vision, and dental insurance, among others.
• Life Insurance: Financial protection for you and your family.
• Community Volunteering Day: A paid day off to give back to the community and make a difference.
• Paid Time Off: Generous PTO and company holidays to relax, recharge, and spend time with loved ones.
• Retirement Savings Plan: Employer contributions to help you save for the future.

Position Summary

The HR Business Partner (HRBP), Compensation & Benefits serves as the strategic and operational leader responsible for compensation, benefits, HRIS administration, payroll oversight, workforce analytics, and regulatory compliance. This role partners closely with business leaders to design, implement, and administer competitive compensation programs, employee benefit offerings, job architecture, and workforce planning initiatives that support organizational objectives while ensuring compliance with applicable federal, state, and local employment laws. The position acts as a trusted advisor to leadership regarding compensation strategy, benefits administration, organizational design, workforce metrics, and talent-related business decisions. 

Key Areas of Responsibility

Compensation Strategy & Administration

• Develop and administer company-wide compensation programs, salary structures, incentive plans, and compensation policies.
• Conduct market pricing, benchmarking, salary surveys, and compensation analyses to ensure external competitiveness and internal equity.
• Maintain salary grade structures, compensation ranges, and job architecture frameworks.
• Lead annual merit increase, bonus, and incentive compensation processes.
• Evaluate pay compression, pay equity, and compensation-related risks and recommend corrective actions.
• Review and approve compensation recommendations including promotions, transfers, off-cycle increases, sign-on bonuses, retention payments, and temporary stipends.
• Partner with Finance and operational leadership on compensation budgeting and workforce planning initiatives.
• Prepare compensation recommendations and supporting analyses for executive leadership approval.
• Conduct compensation impact analysis related to organizational restructuring, acquisitions, and workforce changes.

Benefits Administration

• Manage all health, welfare, retirement, and voluntary benefit programs.
• Serve as the primary HR liaison with brokers, benefit providers, third-party administrators, and vendors.
• Lead annual open enrollment planning, communication, employee education, and implementation.
• Monitor benefit plan performance, utilization trends, and costs.
• Ensure compliance with ACA, ERISA, COBRA, HIPAA, Section 125, and other applicable regulations.
• Manage employee benefits inquiries, appeals, escalations, and resolution efforts.
• Conduct periodic reviews of benefit offerings to ensure competitiveness and alignment with employee needs.
• Evaluate and recommend enhancements to total rewards programs.

HRIS & Workforce Analytics

• Serve as HR system owner for HRIS, payroll, and benefits administration systems.
• Ensure integrity, accuracy, security, and governance of employee data.
• Develop and maintain HR dashboards, executive reports, and workforce analytics.
• Produce reports and analyses related to: 
  • Headcount
  • Turnover
  • Compensation
  • Benefits utilization
  • Labor costs
  • Workforce demographics
  • Diversity metrics
  • Organizational effectiveness
• Support audits and reporting requirements associated with government compliance and business operations.
• Drive continuous improvement through workforce data insights.

Payroll Governance & Compliance

• Oversee payroll processes and payroll-related controls.
• Partner with payroll vendors and internal stakeholders to ensure timely and accurate payroll processing.
• Review payroll audits, reconciliations, and exception reports.
• Monitor compensation-related compliance requirements.
• Ensure compliance with: 
  • FLSA
  • Wage and Hour regulations
  • ACA
  • ERISA
  • COBRA
  • HIPAA
  • State pay transparency laws
  • Federal and state reporting requirements
• Support internal and external audits.

Talent & Business Partnership

• Partner with managers to develop workforce planning strategies and staffing models.
• Advise leaders on compensation decisions, promotions, organizational design, and talent retention.
• Participate in succession planning and organizational development initiatives.
• Support mergers, acquisitions, restructures, and workforce optimization efforts.
• Guide leaders regarding compensation governance and policy compliance.
• Provide recommendations to improve employee engagement and retention through total rewards programs.

Policy Development & Compliance

• Develop, update, and administer compensation, benefits, and payroll-related policies.
• Monitor legislative and regulatory changes affecting compensation and benefits programs.
• Ensure employment practices remain compliant with applicable laws and regulations.
• Collaborate with Legal, Finance, and external consultants as necessary.
• Participate in HR audits, affirmative action planning, and compliance initiatives.

Supervisory Responsibilities

May directly supervise HRIS, Payroll, Benefits, or Total Rewards personnel. Provides functional leadership and guidance to HR team members and business leaders regarding compensation and benefits practices.

Qualifications

Education

• Bachelor’s degree in Human Resources, Business Administration, Finance, Accounting, or related field required.

Experience

• 5+ years of progressive Human Resources experience.
• 5+ years of direct compensation and benefits experience.
• Experience administering HRIS and payroll systems.
• Experience conducting compensation benchmarking and workforce analytics.
• Experience supporting multi-state operations is preferred.

Certifications Preferred

• SHRM-CP, SHRM-SCP
• PHR or SPHR
• CEBS
• CCP (Certified Compensation Professional)

Key Performance Indicators

• Compensation competitiveness and market positioning 
• Pay equity and compression metrics 
• Benefits participation and utilization rates 
• Benefits cost management 
• Payroll accuracy percentage 
• Workforce turnover rates 
• HRIS data accuracy 
• Compliance audit results 
• Open enrollment participation 
• Compensation budget adherence 
• Executive reporting timeliness 
• Employee satisfaction with total rewards programs

Safety Responsibilities

Demonstrate a personal commitment to safety by complying with all Company safety policies, procedures, and regulatory requirements. Support workplace safety initiatives through the administration of workers’ compensation, return-to-work, leave management, wellness, and accommodation programs. Participate in required safety training, promptly report unsafe conditions, incidents, injuries, and near misses, and partner with operational leaders to promote a culture of safety, compliance, and continuous improvement while protecting the well-being of employees, customers, contractors, and the communities we serve.

Work Environment

The physical demands described here are representative of those required to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform these functions.

• Prolonged periods of sitting and computer use.
• Ability to communicate effectively in person and virtually.
• Occasional travel may be required.

Disclaimer

This job description outlines the general nature and level of work performed by employees assigned to this position. It is not an exhaustive list of all required responsibilities, duties, or qualifications. Responsibilities may be modified based on business needs and organizational requirements.

The essential functions and physical requirements of this position have been identified in accordance with applicable laws. Reasonable accommodations may be provided to enable qualified individuals with disabilities to perform the essential functions of the job, unless such accommodations would impose an undue hardship on the Company.

EEO Statement

Pinnacle Propane, LLC is dedicated to employing and maintaining a diverse team. We take pride in being an Equal Opportunity Employer and ensure decisions are made regardless of race, color, ethnicity, national origin, sex, sexual orientation, gender identity, religion, age, disability, veteran status, genetic information, or any other characteristics safeguarded by state or federal law.

Pinnacle Propane, LLC complies with the laws and regulations set forth in the EEO is The Law poster.

Additionally, Pinnacle Propane is dedicated to providing reasonable accommodations for job applicants with disabilities. If you need assistance or an accommodation during the application process due to a disability, please email View email address on ziprecruiter.com.

Pinnacle Propane strives to ensure its careers website is accessible to everyone, including individuals with disabilities. If you encounter any difficulties accessing Pinnacle Propane’s careers website, please reach out to us at View email address on ziprecruiter.com so that we can offer the information or assistance you need through alternative methods and/or discuss a reasonable accommodation for the application process.