Strategic HR Business Partner

Overview Our Strategic HR Business Partner serves as a trusted consultant and partner to Regional Directors, General Managers, operational leadership, and the boarder Leafguard HR team. This role works closely with leaders across the organization to align people strategies with business objectives while supporting operational excellence, employee experience, organizational effectiveness, and scalable growth. The HRBP provides proactive guidance and leadership on complex employee relations matters, workforce planning, talent strategy, performance enablement, compliance, and change management. This role requires strong working knowledge of multi-state employment laws, policies, and practices including (but not limited to) high-compliance jurisdictions such as California, Washington, Oregon, and Colorado, with the ability to navigate evolving legal and regulatory requirements including PAGA, wage and hour compliance, leave management, investigations, and other sensitive employment matters. Operating within a consultancy-based HR model, the Strategic HRBP balances strategic partnership with hands‑on execution, acting as a trusted advisor to leaders while championing a positive, compliant, and people‑focused employee experience. The ideal candidate is highly collaborative, solutions‑oriented, and capable of navigating growth, expansion, and organizational complexity with agility and sound judgment. Responsibilities The Strategic HR Business Partner is a valued partner to the business and leverages HR expertise, operational understanding, and strategic partnership to positively impact both business performance and the employee experience. Strategic Partnership & Influence Establish strong, trusted relationships with Regional Vice Presidents, General Managers, and operational leaders to align people strategies with business priorities. Operate within a consultancy‑based HR partnership model to provide strategic guidance, influence decision‑making, and support organizational growth, scalability, leadership effectiveness, and performance outcomes. Partner with leadership to identify organizational opportunities, operational challenges, workforce risks, and talent priorities. Support change management efforts tied to growth, expansion, restructuring, and evolving business needs. Employee Relations & Risk Management Serve as a trusted HR partner on complex employee relations matters, including investigations, performance concerns, policy interpretation, workplace conflict, and sensitive employment situations. Conduct and support workplace investigations with professionalism, objectivity, and sound judgment. Provide balanced, practical guidance that supports both the business and employee experience while mitigating organizational risk. Partner with leaders to drive accountability, consistency, and fair employment practices across teams and regions. HR Policy, Compliance & Employment Practices Ensure compliance with company policies, employment laws, and evolving regulatory requirements across multiple states and jurisdictions. Maintain strong working knowledge of employment practices in high‑compliance states including California, Washington, Oregon, and Colorado (not limited to these states), including areas such as wage and hour compliance, leave administration, employee classification, and PAGA‑related considerations. Partner with HR leadership and legal counsel as needed on sensitive compliance matters and risk mitigation strategies. Recommend and support updates to policies, practices, and procedures as business and legal needs evolve. Performance Enablement & Talent Support Partner with leaders to drive performance enablement, accountability, coaching, and talent development across the organization. Guide leaders through organizational and talent review discussions and decisions with a balanced business and people‑focused approach. Support succession planning, talent identification, retention strategies, and leadership capability development initiatives. Help to identify trends, themes, and organizational opportunities through employee feedback, HR metrics, and business partnership. Recruitment, Onboarding & Workforce Planning Partner with Talent Acquisition and operational leadership to support workforce planning and hiring strategies. Collaborate with leaders on recruiting needs, organizational structure, and onboarding effectiveness. Support a positive onboarding and integration experience for new team members and leaders. Employee Experience & Engagement Champion initiatives that strengthen employee engagement, communication, recognition, retention, and culture alignment. Support leaders in fostering an inclusive, accountable, and high‑performing work environment. Partner with leaders to identify and address employee experience opportunities across teams and regions. Collaboration & Cross-Functional Partnership Collaborate closely with business leaders, operational teams, Talent Acquisition, Payroll, Learning & Development, Benefits, and broader enterprise partners to drive alignment and consistency. Partner cross‑functionally to support scalable HR processes, operational effectiveness, and organizational success. Balance enterprise consistency with brand, operational, and regional business needs. HR Administration & Data Management Support HR systems, reporting, documentation, and organizational data management as needed. Review HR metrics and organizational trends to help inform business and talent decisions. Ensure accurate and timely documentation related to employee relations, performance management, and compliance matters. Skills, Knowledge, and Abilities Strong knowledge of HR policies, practices, and multi-state employment laws. Experience supporting complex employee relations matters, investigations, and compliance issues. Strong working knowledge of California employment practices and other high‑compliance jurisdictions preferred. Ability to navigate sensitive and complex situations with professionalism, discretion, and sound judgment. Strong consultative, relationship‑building, coaching, and influencing skills. Excellent communication, interpersonal, and problem‑solving capabilities. Ability to balance strategic partnership with operational execution in a fast‑paced environment. Strong organizational skills with the ability to manage competing priorities and changing business needs. Qualifications Education and Experience Bachelor's Degree in Human Resources, Business Administration, or related field. 5 - 8+ years of progressive HR experience, preferably in a sales or service‑driven organization. Prior experience supporting multi‑site or multi‑brand environments preferred. Travel Requirement Ability to travel as business needs arise, including occasional overnight travel. Physical Requirements Prolonged periods sitting working on a computer. Most days frequently changing from sitting and standing throughout the day. Must be able to lift 20 pounds at a time. ELM Home Building Solutions and its subsidiaries and affiliates, including Englert Inc. & LeafGuard Holdings provide equal employment opportunities to all employees and applicants for employment and prohibit discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veterans status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. #J-18808-Ljbffr LeafGuard