Human Resources Business Partner

Human Resources Business Partner

TwinSpires is the premier online horse racing wagering platform in the United States. TwinSpires is owned and operated by Churchill Downs, Inc., and is the official online betting partner of the Kentucky Derby, bringing you more than 148 years of wagering experience. Players can wager through the TwinSpires desktop, mobile, and app-based advance-deposit wagering platforms as well as at retail locations and race tracks across the country.

JOB SUMMARY

The HR Business Partner serves as an on-site consultant to leaders and employees at TwinSpires, providing visible, day-to-day support for employee relations, investigations, ADA/leave coordination, staffing and onboarding, training, and policy/compliance. Partnering closely with operations, the HRBP coaches managers, guides performance and compensation decisions, and drives engagement and inclusion initiatives. Using people analytics, the HRBP identifies trends and recommends actions that strengthen culture, retention, and operational results.

ESSENTIAL DUTIES AND RESPONSIBILITIES

• Strategic partnership & workforce planning: Consult with leaders on org design, headcount planning, succession planning, and skills gaps; use people data to recommend actions that advance business goals.
• Manager coaching & performance enablement: Coach leaders on goal setting, feedback, documentation, and consistent application of performance processes; guide corrective action and PIPs aligned with policy and law.
• Employee relations & investigations: Lead prompt, impartial investigations; document findings; recommend fair, consistent outcomes; mitigate risk in alignment with EEO, anti-retaliation, and company policy.
• ADA interactive process & leaves: Facilitate the ADA interactive process (analyze essential functions, gather relevant documentation, evaluate reasonable accommodations, track effectiveness). Coordinate FMLA, state/local leaves, and workers' comp with benefits/LOA administrators; ensure timely notices and confidentiality.
• Recruitment: Partner with hiring managers on requisitions, interview calibration, selection, and offers; ensure compliant, inclusive hiring practices and high-quality, market-aligned job postings.
• Compensation & rewards guidance: Advise on offers, promotions, internal equity, and partner with HR Director on range placement and adjustments.
• Policy, compliance & training: Interpret and communicate HR policies and legal requirements (Title VII, ADA/ADAAA, FMLA, FLSA, state/local); deliver manager training (e.g., anti-harassment, documentation, accommodation duties).
• Engagement, culture: Drive survey action plans, recognition, and initiatives that build a respectful, high-trust culture.
• HR analytics & reporting: Monitor KPIs (turnover, time-to-fill, engagement, ER trends); translate insights into actions and measure outcomes.

REQUIRED SKILLS AND ABILITIES

Communication & Influence: Exceptional written and verbal communication, including clear investigation summaries, policy guidance, and manager coaching; able to influence without authority and tailor messages to diverse audiences.

Employee Relations & Investigations: Demonstrated skill conducting prompt, impartial investigations; evaluating evidence; documenting findings; and recommending consistent outcomes while guarding against retaliation.

ADA / Leave Expertise: Working knowledge of ADA/ADAAA and the interactive process (analyzing essential functions, evaluating reasonable accommodations, tracking effectiveness). Coordination familiarity with FMLA, state/local leaves, and workers' compensation.

Employment Law Literacy: Practical understanding of Title VII, FLSA (wage/hour), EEO, I-9/E-Verify, and applicable state/local laws; ability to interpret and apply policy and legal requirements in real scenarios (union/NLRA awareness if applicable).

Manager Coaching & Performance Enablement: Ability to coach leaders on feedback, documentation, corrective action, and performance improvement plans; promotes fair, consistent application of standards.

Compensation Fundamentals: Comfort with internal equity, range placement, offer guidance, and pay transparency expectations in relevant jurisdictions.

Data & Analytics: Ability to interpret HR metrics (turnover, time-to-fill, ER themes, engagement), draw insights, and recommend actions; proficient in Excel/Sheets (lookups, pivots) and HRIS reporting.

Change Management & Org Effectiveness: Partners on restructures, role design, and communication/adoption plans; drives continuous improvement.

Stakeholder Partnership: Strong relationship-building and service mindset with employees, managers, and cross-functional partners; balances empathy with sound judgment.

Confidentiality & Ethics: Exercises discretion with sensitive information; maintains medical/accommodation records consistent with ADA confidentiality requirements.

Organization & Prioritization: Excellent planning, time management, and attention to detail across multiple deadlines in a fast-paced environment.

Technology: Proficient with Microsoft 365 and HR systems; comfortable learning new tools and using collaboration platforms (Teams/Slack).

EDUCATION AND EXPERIENCE

Bachelor's degree in Human Resources, Business, or related field or equivalent combination of education and directly related HR experience. 3–5+ years of progressive HR experience, including 2+ years supporting client groups as a Generalist or HRBP. Demonstrated experience with employee-relations investigations, documentation, and consistent outcomes. Working knowledge of ADA/ADAAA and the interactive process; coordination of FMLA and applicable state/local leaves (partnering with LOA/benefits administrators). Practical knowledge of employment laws (Title VII, FLSA/wage-hour, EEO, I-9/E-Verify; state/local). Proficiency with HRIS and Microsoft 365; ability to interpret HR metrics (turnover, time-to-fill, ER trends) and recommend actions. Strong communication, coaching, and influence skills; proven discretion with confidential/sensitive matters.

PHYSICAL REQUIREMENTS & WORKING CONDITIONS

The following physical and mental demands are representative of those that enable an employee to perform the essential functions of this job. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform these functions.

Work Location Requirement: This position is designated onsite and requires regular in-person presence at the Lexington, KY, TwinSpires location, fulltime, to support employee relations, investigations, coaching, and training. Occasional travel to other company locations or events may be required.

General Physical Demands: While performing the duties of this job, the employee is frequently required to remain in a stationary position (sitting or standing) for periods of time; operate a computer and phone; use hands to handle documents and keyboard; talk and hear; reach with hands and arms; and move about the office/worksite for meetings, trainings, and walk-throughs. Occasional lifting/moving of up to 20 lbs. may be required. Vision Requirements: Vision sufficient for computer work and reading printed/digital materials. Teamwork & Concentration: This position requires the ability to work effectively as part of a team, maintain confidentiality, and concentrate on detailed tasks while managing interruptions and shifting priorities. Mental/Cognitive Demands: The role requires the demonstrated ability to anticipate and resolve problems; analyze and interpret data, procedures, and policies; exercise sound judgment; facilitate discussions and de-escalate conflict; and meet schedules and deadlines in a dynamic environment. Work Environment: The work environment is typically a professional office/worksite with moderate noise and may include periodic movement between office areas, meeting spaces. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions.