Human Resources Business Partner

Job Description

Job Description:\n\nBase Salary: $85,000 - $100,000\nWho we are:\nIllumia is an industry leader in bringing the best integrated technology solutions to education, healthcare, and business campuses worldwide. Illumia was built on the collective expertise of two legacy cultures, and brings together people, technology, and insight to pioneer the art of the experience across the communities we serve. Be a part of this exciting organization and improving the lives of people doing mission-critical work.\nThis position is hybrid if local to our office in Alpharetta, GA or Scottsdale, AZ.\nScottsdale, AZ - 18700 N. Hayden Rd, Ste 230, Scottsdale, AZ 85255\nWhy join our team?\nWe strive to provide the best customer experience in the industry and have succeeded with a single, strong motivating principle: We serve our user community.\nOur success and growth are directly attributed to our people. Our newly named company is dedicated to fostering a culture of integrity, respect, and continuous personal development. We maintain an entrepreneurial spirit, where creativity, innovative problem-solving, and learning agility drive our day-to-day actions.\n \nWhat you will be doing: \nThe People & Culture Human Resources Business Partner (HRBP) partners with assigned business leaders and managers to support the implementation of people practices and initiatives that contribute to employee engagement, leadership effectiveness, and organizational performance. This role applies practical HR knowledge and an understanding of business needs to provide guidance on performance management, talent development, employee engagement, and established People & Culture programs.\n \nThe HRBP builds productive working relationships with leaders, develops knowledge of their business priorities, and provides recommendations based on established HR policies, processes, and best practices. This position independently manages familiar HR responsibilities and collaborates with senior HRBP team members and People & Culture leadership when addressing more complex or unfamiliar matters.\n \nThe successful candidate is a proactive, self-motivated HR professional with previous HRBP experience who takes initiative, demonstrates accountability, and consistently follows through on commitments. This individual can manage competing priorities, anticipate routine business needs, and work independently within established guidelines while recognizing when additional guidance or escalation is appropriate.\n \nWho you will work with:\nThe HRBP partners with assigned business leaders and managers to understand operational priorities, support people-related needs, and implement HR practices aligned with business objectives.\nThis role collaborates with the People & Culture Business Partner team, People & Culture Operations, Talent Acquisition, Total Rewards, Learning & Development, and other Centers of Excellence to provide consistent HR support.\nThe HRBP also works with People & Culture leadership and other internal stakeholders, as appropriate, to coordinate employee-related initiatives, organizational changes, and established HR processes.\n \nKey Responsibilities and Duties\n\n Business Partnership and HR Consultation: Build effective relationships with assigned business leaders and managers to understand departmental priorities, identify people-related needs, and provide practical HR guidance. Apply knowledge of company policies, processes, and business operations to support consistent people decisions and effective HR practices.\n Leadership Support and Coaching: Provide managers with guidance on established people management practices, employee communication, feedback, and leadership responsibilities. Offer practical recommendations using established HR practices and seek additional guidance when addressing unfamiliar or complex situations.\n Performance Management: Guide managers through established performance management processes, including goal setting, employee feedback, coaching, performance documentation, and performance improvement plans. Support leaders in establishing clear expectations, addressing routine performance concerns, and monitoring progress.\n Talent Management and Employee Development: Support talent assessments, succession planning, employee development, and retention initiatives. Assist leaders in identifying employee strengths, development opportunities, and talent needs while coordinating with Learning & Development and other People & Culture partners.\n Organizational Effectiveness and Workforce Support: Partner with leaders and senior HRBP team members to identify workforce needs, team effectiveness opportunities, and talent gaps. Support organizational planning activities, role alignment, and the implementation of established workforce initiatives.\n Employee Engagement and Culture: Support leaders in reviewing employee feedback, identifying engagement opportunities, and implementing action plans that strengthen communication, collaboration, accountability, and the employee experience.\n Change Management and Organizational Initiatives: Support leaders and senior HRBP team members with organizational changes, workforce transitions, and business initiatives. Assist with employee communications, coordination of activities, documentation, and implementation of established change management plans.\n Compensation and Talent Processes: Collaborate with Total Rewards, Talent Acquisition, and business leaders to support established compensation, promotion, job description, and career framework processes. Gather relevant information, provide guidance on established procedures, and escalate matters requiring additional review or approval.\n HR Programs and Policy Implementation: Partner with the broader People & Culture organization to support implementation of HR policies, programs, and initiatives. Provide guidance on established processes, communicate updates to assigned leaders, and help ensure consistent application of company practices.\n HRBP Initiative Ownership and Collaboration: Independently manage assigned HRBP responsibilities, projects, and initiatives within established guidelines. Coordinate stakeholders, maintain timelines, monitor progress, and ensure timely follow-through. Identify opportunities to improve established processes and contribute to team priorities.\n\n \nWhat You'll Bring:\n\n Bachelor's degree in Human Resources, or minimum of three years of progressive Human Resources experience, including direct experience in an HR Business Partner role supporting business leaders and managers.\n Working knowledge of HR principles, practices, and processes, with the ability to apply established guidelines to familiar workplace situations.\n Experience providing practical HR guidance to managers on performance management, employee development, policy interpretation, and people management practices.\n Experience supporting talent management, employee engagement, workforce planning, and organizational initiatives.\n Working knowledge of federal and state employment laws and the ability to recognize situations requiring additional review or escalation.\n HR analytics and employee-related issues, evaluate possible solutions using experience and established practices, and recommend appropriate next steps.\n Developing business acumen with the ability to understand departmental priorities and apply that knowledge to support people-related decisions.\n Strong interpersonal and relationship-building skills, with the ability to establish credibility and maintain productive working relationships with employees, managers, and People & Culture colleagues.\n Effective written and verbal communication skills, including the ability to explain HR policies, processes, and sensitive information clearly and professionally.\n Proficiency in Microsoft Office applications, including Excel and PowerPoint, and experience working with HRIS platforms.\n Demonstrated ability to be a proactive self-starter, independently managing familiar assignments, identifying priorities, taking initiative, and consistently following through on commitments.\n Strong organizational and time management skills, with the ability to manage competing priorities, coordinate activities, and meet established deadlines.\n Ability to work independently within established guidelines while seeking appropriate guidance on complex or unfamiliar situations.\n Sound judgment, professionalism, and discretion when handling confidential employee and organizational information.\n Adaptability, resilience, and a collaborative approach to addressing workplace challenges and changing business priorities.\n\n \nPreferred Qualifications\n\n Experience supporting business leaders in a technology, SaaS, or multi-functional organization.\n Experience participating in talent reviews, succession planning, employee engagement initiatives, or organizational effectiveness programs.\n Experience supporting organizational changes, workforce transitions, or HR process improvements.\n Experience with UKG or comparable HRIS platforms, employee engagement tools, and performance management systems.\n Experience collaborating with Centers of Excellence, including Total Rewards, Talent Acquisition, Learning & Development, and HR Operations.\n\n \nEssential Functions of the job:\nThe duties and responsibilities described in this job description are intended to represent the essential functions of the position as defined under applicable federal, state, and local labor laws, including the Americans with Disabilities Act (ADA). These functions are the fundamental job duties required for successful performance.\n\n Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions unless such accommodations impose an undue hardship on the organization.\nThis job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities. Duties may be added, removed, or modified at any time in accordance with business needs and applicable law.\n \nWhat Is Good to Know\nThis position follows a hybrid work arrangement and requires working onsite at Illumia's Scottsdale, Arizona office two days per week.\nThe role requires regular interaction with business leaders and employees across departments and locations. Occasional travel may be required for business meetings, team collaboration, and company initiatives.\n \nCompetencies and Behaviors:\nBusiness Understanding: Builds knowledge of Illumia's business, organizational structure, processes, and customers and applies that understanding to support assigned leaders and HR responsibilities.\nHR Knowledge and Practical Application: Applies working knowledge of HR practices, policies, and employment requirements to familiar situations while continuing to develop technical expertise and practical experience.\nProblem-Solving and Judgment: Analyzes routine workplace issues, considers available information and established practices, and recommends appropriate solutions. Recognizes when situations require additional guidance or escalation.\nInitiative and Self-Direction: Demonstrates a proactive, self-starting approach by identifying needs, taking ownership of assigned responsibilities, and following through on commitments. Independently manages familiar work while seeking guidance when appropriate.\nCommunication and Relationship Building: Establishes productive working relationships with leaders, employees, and colleagues. Communicates HR information clearly, listens actively, and provides practical guidance to support effective decision-making.\nCollaboration and Teamwork: Works effectively with People & Culture colleagues and cross-functional partners, shares knowledge, supports team priorities, and contributes to consistent HR practices.\nAdaptability and Continuous Learning: Responds positively to changing priorities, builds knowledge through experience, and applies feedback and learning to improve performance and effectiveness.\nIntegrity and Confidentiality: Demonstrates professionalism, discretion, objectivity, and sound judgment when handling sensitive information and employee matters.\n \n\n Humble: The right leaders for Illumia don't need to own the spotlight — they share credit, define success collectively, and are quick to elevate the contributions of others. This is a company that still writes its story. The leaders who thrive here find energy in building something together, not in being recognized as the smartest person in the room.\n Hungry: We are not looking for caretakers. We are looking for leaders who are restless about what's possible, self-motivated to close the gap between where we are today and where we need to be, and who are already thinking about the next opportunity before anyone asks.\n Smart: At Illumia, our leaders must operate across a complex, distributed organization spanning multiple product lines, two legacy cultures, and thousands of customers with competing priorities. Technical skills matter, but the ability to read a room, build trust across functions, and bring people along is what separates a great leader from one who burns the organization out.\n\n \nThis position is classified as [Exempt] under the Fair Labor Standards Act (FLSA) and applicable state wage-and-hour laws.\n \nWhat you get when you join our team:\n\n Flexible time off to include paid holidays and volunteer time.\n Robust health, dental, and vision insurance plans on your first day of employment\n\n Comprehensive employee assistance program (EAP)\n\n Employer-paid life insurance/AD&D/short-term and long-term disability insurance \n\n Flexible spending account (FSA) or health savings account (HSA) \n Matched 401(k) \n Employee stock purchase plan\n\n \nBase salary offers for this position may vary based on factors such as location, skills, and relevant experience. Some positions may include additional compensation in the form of bonus, equity, or commissions.\nYour personal information will be handled in accordance with Illumia's Candidate Privacy Notice\nIllumia is an equal employment opportunity employer and considers qualified applicants for employment without regard to race, gender, age, religion, national origin, marital status, disability, sexual orientation, protected military/veteran status, or any other protected factor.