HR Business Partner

Guide Leaders. Support Associates. Strengthen the Business. Reporting to the Director of People & Culture, the HR Business Partner serves as a key advisor and consultant, aligning organizational objectives with workforce needs. You will manage HR matters for Operations Directors and field associates nationally from intake through resolution, including performance management, policy interpretation, associate relations and investigations, unemployment administration, leaves of absence, accommodations, and associate programs and policies. You will partner with HR and business leaders to mitigate risk, promote consistency, and maintain a strong connection between management and associates. Compensation & Work Environment Salary: $70,000 - $90,000 Bonus Target: 8% of annual salary Location: US-National - Remote What You’ll Do Own associate relations and case resolution. Manage routine through complex matters involving wage and hour, harassment, discrimination, retaliation, policy violations, performance concerns, and terminations, taking appropriate action and escalating when needed. Coach leaders through critical people decisions. Advise leaders on performance coaching and counseling, organizational change, associate engagement, workforce decisions, policy interpretation, separations, and people-related risk. Lead objective investigations. Conduct thorough investigations, gather facts, maintain neutrality, and prepare clear investigation summaries and recommendations. Strengthen documentation and consistency. Review and prepare disciplinary documentation, coaching records, Growth Development Plans, Disciplinary Action Plans, leave and fitness-for-duty materials, unemployment documentation, and separation records. Guide accommodations and leave matters. Administer ADA accommodations, administrative leaves, and fitness-for-duty documentation, and route FMLA, parental, and intermittent leave requests to the Leave Management team. Apply multi-state employment law. Maintain current knowledge of federal and state-specific requirements across a 40-state workforce, including California, Colorado, Illinois, and New York, to reduce legal risk and support compliance. Manage unemployment and external inquiries. Handle complex unemployment claims through a third-party platform, coordinate supporting evidence and hearings, pursue appeals when applicable, and compile documentation for agency charges, subpoenas, and law enforcement inquiries. Serve as a trusted HR point of contact. Provide timely guidance on policy interpretation, associate relations judgment, accommodation analysis, termination review, legal risk, and leader coaching. Partner across the business. Collaborate nationally with leaders and HR partners, support organizational change, and contribute to HR projects and strategic initiatives. Use data and systems to drive execution. Analyze trends and metrics, participate in weekly HRBP case reviews, and use Workday, ALLVoices, SignNow, ADP Unemployment Claims Management, Excel, PowerPoint, Outlook, and related tools to monitor activity and support accurate, consistent processes. Listen and respond. Respond promptly to questions about policies, programs, and procedures, and conduct exit interviews and other conversations to gather insight on engagement, retention, and reasons for departure. Support evolving business needs. Perform other duties as assigned and provide cross-functional support as business priorities change. What You’ll Bring Experience. At least 7 years of progressive HR experience, including experience as a Senior HR Generalist, HR Business Partner, HR Manager, or equivalent role. Employment-law knowledge. Strong knowledge of federal and multi-state employment law, with advanced, hands‑on experience with FMLA, ADA accommodations, and fitness‑for‑duty matters, along with a strong understanding of EEOC regulations. Sound judgment. The ability to handle sensitive, complex, and confidential matters with tact and diplomacy while balancing empathy, neutrality, accountability, and risk. Business and HR acumen. The ability to diagnose problems, analyze facts, recommend practical solutions, think strategically, and execute tactically. Independent ownership. A self-starter mindset, strong bias for action, accountability to deadlines, and the ability to research complex employment‑law questions independently. Adaptability. Comfort working in a rapidly changing organization and navigating ambiguity, complexity, competing priorities, and a high‑volume workload. Communication and partnership. Excellent interpersonal and communication skills with a proven record of timely, high-quality service to internal and external partners. Technical capability. Advanced Excel skills, including pivot tables, data analysis, charts, and reporting, along with strong proficiency in PowerPoint, Outlook, and HRIS platforms. Experience with Workday, ALLVoices, and ADP Unemployment Claims Management is preferred. Credentials. PHR or SPHR certification is preferred. Collaborative mindset. Experience in a multi-state, team‑oriented environment and a willingness to support other HR functions as needed. Comprehensive Benefits Health Benefits: Medical, dental, and vision coverage for you and your family, including a Healthcare Savings Account (HSA) with employer contributions and Flexible Spending Accounts for healthcare and dependent care. Financial Security: 401k Savings Plan with company match, comprehensive insurance options including disability, life, AD&D, and business travel. Flexible Time Off: Enjoy the freedom of no preset accruals, empowering you to manage your time, responsibilities, and work‑life balance with ease. Plus, take advantage of 10 company‑provided holidays! Professional Development: Tuition reimbursement up to $5,250 per year and access to our online education center. Additional Benefits: Referral bonuses, pet insurance, associate assistance programs, relief fund, discount programs, rewards, recognition, and free access to Torch Fitness virtual programs. The final compensation offered will be determined based on various factors, including the candidate's location, level of experience, and skill set. As such, it may fall outside the range listed above. The application window is anticipated to close 60 days from the date the job is posted. Valet Living is an Equal Opportunity Employer that values the strength diversity brings to the workplace. We recruit, employ, train, compensate, and promote without regard to race, religion, creed, color, national origin, age, gender, sexual orientation, gender identity, marital status, disability, veteran status or any other basis protected by applicable federal, state or local law. As the leading amenity-services provider in the multifamily industry, Valet Living offers unique career advantages, like our philosophy of “better tomorrow,” which means we invest in our associates with onboarding and training programs. Like working with the industry’s finest and a people‑centric setting defined by recognition, rewards, and career pathing. And our Service Valet role includes the chance to earn, remain active, think, and enjoy me‑time. Clearly, the difference is in our details. Join a growing industry leader where we care about the details that make a difference in your career: Valet Living. For nearly 30 years, we’ve provided the most‑used amenity services in the multifamily industry. We deliver increased asset value, reduced workload for onsite staff and improve the resident experience. With industry‑leading tech and 8,000+ trusted associates, Valet Living serves 2million+ homes nationwide. Valet Living is a portfolio company of the private equity group GI Partners. Valet Living Associates: Privacy Notice, Effective Date: January 1, 2020 #J-18808-Ljbffr Valet Living