HR Business Partner

Job Title: HR Business Partner

Department: Human Resources

Classification: Exempt

Reports to: Director of Strategy + Operations

Supervises: No

Work Location: Warehouse in Raleigh, NC
Who We Are

At Custom Patch Hats, our mission is Fueling Human Connection Through Branded Apparel .

We believe our people are our greatest competitive advantage. The HR Business Partner supports the business by recruiting, developing, and retaining talented team members while helping leaders create an environment where people can do their best work.

Our Core Values guide everything we do:

• Human Connection
• Authenticity
• Accountability
• Client-Focused
• Unafraid

Position Summary

The HR Business Partner (HRBP) serves as the organization's primary Human Resources leader and is responsible for the full execution of people operations across the employee lifecycle.

As the Human Resources representative on the Leadership Team, the HRBP partners with the business owners and leaders to align people strategies with business objectives while maintaining responsibility for the day-to-day administration of Human Resources. This role balances strategic partnership with hands-on execution, providing leadership in employee relations, talent acquisition, organizational development, payroll, benefits administration, compliance, performance management, and employee engagement.

The ideal candidate is equally comfortable participating in Leadership Team IDS discussions, coaching a manager through a difficult conversation, conducting a workplace investigation, processing payroll, leading a recruiting effort, updating a policy, or supporting a team member through a workplace challenge.

This position requires exceptional judgment, confidentiality, business acumen, emotional intelligence, and the ability to influence without relying on formal authority.
Essential Responsibilities
Employee Relations & Leader Support

• Serve as a trusted resource for leaders, managers, and team members regarding workplace concerns, policy interpretation, and employment-related matters.
• Conduct employee relations conversations, investigations, and conflict resolution efforts.
• Support leaders with performance management, accountability conversations, coaching, corrective action, and terminations.
• Assist leaders in creating high-performing, values-aligned teams.
• Promote consistent application of company policies and practices.
• Provide light banking support to leadership.

Recruiting & Onboarding

• Manage full-cycle recruiting activities for all positions.
• Partner with hiring managers to develop job descriptions, interview processes, and selection criteria.
• Source candidates, screen applicants, coordinate interviews, conduct reference checks, and facilitate hiring decisions.
• Coordinate onboarding activities and new-hire orientation.
• Ensure a positive experience for candidates and team members.

Payroll, HRIS & Employee Administration

• Process and administer payroll accurately and on time.
• Maintain employee records and HR systems.
• Manage employee status changes, compensation updates, promotions, transfers, and separations.
• Prepare employment-related documentation and reports.
• Ensure data accuracy across HR and payroll systems.

Benefits, Leave & Compliance

• Administer employee benefits programs and support annual open enrollment.
• Coordinate leave administration, including FMLA, ADA accommodations, workers' compensation, and other leave programs as applicable.
• Maintain compliance with federal, state, and local employment laws.
• Support unemployment claims and employment verifications.
• Develop policies and maintain the handbook.

Performance Management & Development

• Support performance management processes and accountability systems.
• Coordinate training and development initiatives.
• Identify opportunities to improve employee effectiveness and engagement.
• Assist leaders in developing team members for future growth opportunities.

Employee Engagement & Culture

• Support employee engagement, recognition, and communication initiatives.
• Coordinate employee events and culture-building activities.
• Gather employee feedback and identify opportunities for improvement.
• Champion CPH's Core Values through daily interactions and decision-making.

Reporting & Organizational Support

• Maintain HR metrics and reporting, including trends in recruiting, turnover, retention, and employee relations.
• Prepare reports and recommendations for leadership.
• Participate in EOS processes and support organizational initiatives.

Requirements


Qualifications
Required

• Bachelor's degree in Human Resources, Business Administration, or related field, or equivalent combination of education and experience.
• Five or more years of progressive Human Resources experience.
• Experience in employee relations, recruiting, payroll administration, benefits administration, and HR compliance.
• Working knowledge of federal and state employment laws.
• Strong written, verbal, and interpersonal communication skills.
• Ability to maintain confidentiality and exercise sound judgment.
• Proficiency with Paylocity and Google Workspace applications.

Preferred

• SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
• Experience in manufacturing, production, distribution, or warehouse environments.
• Experience conducting workplace investigations.
• Experience supporting organizations undergoing growth and operational change.

Core Competencies

• Relationship Building
• Problem Solving
• Conflict Resolution
• Investigative Interviewing
• Emotional Intelligence
• Confidentiality & Professional Judgment
• Business Acumen
• Influencing Without Authority
• Strategic Thinking
• Organizational Awareness
• Courageous Communication

Physical Requirements

• Ability to sit, stand, walk, bend, and move throughout office and production environments.
• Ability to communicate effectively in person, by phone, and electronically.
• Ability to occasionally lift up to 20 pounds.
• Ability to travel between company facilities as needed.

Success Measures

• Time-to-fill open positions
• New hire retention
• Payroll accuracy
• Timely resolution of employee relations matters
• Compliance and risk management
• Employee engagement and retention
• Management satisfaction and support effectiveness
• Leadership Team contribution and effectiveness
• Organizational health and culture
• Strategic execution of People initiatives

Custom Patch Hats is an Equal Opportunity Employer and is committed to creating an inclusive workplace where all team members can thrive.