Business HR Partner

The Business HR Partner will serve as a hands-on, strategic partner to division leadership to build and sustain a positive, inclusive, and high‑performance work environment. This role focuses on culture, organizational structure, recruiting top talent, succession planning, leadership development, and core HR operations. Working closely with senior leaders and managers, the Business HR Partner will help align people practices with business goals, support talent, and leadership pipelines, and ensure HR processes are executed accurately and consistently. The role has no direct reports but collaborates across the division to drive engagement, organizational effectiveness, and an exceptional employee experience.

Culture, Engagement, and Organizational Effectiveness

• Partner with division leadership to develop, implement, and continuously refine division culture in alignment with company values and goals.
• Use employee feedback, surveys, and HR analytics to assess the cultural climate and engagement levels; recommend and support implementation of actions to improve belonging, collaboration, and accountability.
• Foster an environment of open communication where employees feel heard, respected, and valued for their contributions.
• Support organizational design efforts, helping leaders clarify roles, reporting lines, and team structures that enable business performance.
• Coordinate and execute employee engagement activities and recognition efforts that promote connection, loyalty, and fun.

Talent, Succession, and Leadership Development

• Partner with leaders to define critical roles, identify high‑potential talent, and support succession planning activities across the division.
• Identify learning needs and help design or source training that supports cultural alignment, leadership capability, and employee skill development.
• Support leadership development efforts (workshops, programs, coaching) to strengthen people leadership and reinforce company values.
• Coordinate and support the performance review process, ensuring goals are set, feedback is given, and development plans are documented and followed.

Recruitment and Talent Acquisition

• Proactively partner with hiring managers to understand workforce plans and role requirements, aligning hiring needs with business goals.
• Execute the end‑to‑end recruiting process for assigned roles, including job postings, screening, interview coordination, and offer support, ensuring an excellent candidate experience.
• Help build and maintain talent pipelines through networking, sourcing, and relationships with external partners.
• Work closely with leadership on the creation and refinement of role profiles and job descriptions, ensuring clarity around responsibilities, expectations, and success measures.

Core HR Operations (Onboarding, Payroll, HR Processes)

• Own the onboarding experience for new hires, including offer coordination, new hire paperwork, background checks, I‑9 verification, and new hire orientation that reinforces culture and expectations.
• Coordinate with corporate payroll to ensure accurate and timely payroll processing by validating HR data (new hires, terminations, status changes, pay changes, deductions) and reconciling discrepancies.
• Serve as a day‑to‑day HR point of contact for employees and managers on HR processes, policies, and benefits, escalating complex issues as appropriate.
• Maintain accurate employee records and ensure confidentiality and data integrity in HR systems.

Employee Relations, Wellness, and Safety

• Function as a trusted resource for employees and managers, addressing concerns with professionalism, discretion, and fairness.
• Support managers in handling employee relations issues, helping them resolve conflicts and maintain positive working relationships in line with company values.
• Promote wellness initiatives and resources that support work‑life balance and mental health.
• Partner with appropriate stakeholders to support workplace safety efforts and ensure compliance with OSHA and other relevant standards.

Policy, Compliance, and HR Systems

• Maintain working knowledge of HR best practices, employment law, and regulatory requirements; help ensure compliance with federal, state, and local laws and company policies.
• Support the communication, maintenance, and periodic review of HR policies and procedures to reflect best practices and business needs.
• Use HRIS and HR reporting tools to track key HR metrics (turnover, retention, time‑to‑fill, engagement indicators) and provide data‑driven insights to leadership.
• Serve as a resource for HRIS usage for managers and employees, helping them navigate basic HR system tasks.
• Bachelor’s degree and a minimum of three (3) years of progressive HR experience, or an equivalent combination of education and experience.
• Experience in generalist or business partner‑type HR roles covering recruiting, onboarding, employee relations, and HR operations.
• PHR, SHRM‑CP, or equivalent HR certification preferred.
• Ability to interpret data, analyze trends, and use insights to inform decisions and recommendations.
• Strong understanding of how HR initiatives support broader business strategy and division objectives.
• Excellent communication and relationship‑building skills with the ability to work effectively at all levels of the organization.

Cavco Industries is committed to providing equal employment opportunity without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, or any other protected status with respect to recruitment, hiring, promotion and other terms and conditions of employment. Disclaimer: The above statements are intended to describe the general nature and level of work being performed by associates assigned to this classification. They are not to be construed as an exhaustive list of all responsibilities, duties, and skills required of personnel so classified. All personnel may be required to perform duties outside of their normal responsibilities from time to time, as needed.