HR Business Partner - Greenville, SC

Are you energized by the people side of business? Do you derive joy from helping people reach their full potential? Are you interested in being part of a company whose success starts with their team members? If the answer to all of these is a resounding yes, we want to hear from you! The Human Resources Business Partner (HRBP) serves as a strategic HR partner to the Region VP and other Retail Field Leadership. This role influences and leads workforce planning, talent acquisition, performance management, employee retention, and change initiatives across assigned Retail Home Centers. The HRBP role successfully translates HR programs into business‑specific actions, tracks impact to ensure results and serves as a voice for the business when designing and rolling out HR initiatives. Essential Functions And Responsibilities Human Resources, Employee Relations, Policy & Risk Management (40%) Manage complex employee relations matters, such as HR field investigations, conflict resolution, performance concerns, conduct issues and oversee team member disciplinary meetings, partnering with corporate HR/Legal/Compliance as needed. Serve as first point of contact and advise leaders regarding all concerns and inquiries around leave of absence, benefits, workers comp and various other HR issues. Serve as Region Liaison for team member centric corporate initiatives, including Wellness, Boundless, Benefits, ATO & VTO, Pacesetter, Circle, etc. Work with the Region VP and Home Center Manager to initiate PIP and DA business processes & oversee quarterly HR review process. Partner with Compensation to conduct research on regional salary data and make recommendations to leadership on competitive pay changes needed to increase retention and attract top talent. Partner with Talent Acquisition to translate workforce priorities into workforce and talent development forecasts and plans. Participate in interviews and onboarding activities as necessary. Be a voice for the Retail brand and partner with Corporate HR on brand strategy. Bring forward relevant data, patterns, and cases impacting leader goals and strategic outcomes. Prepare and deliver data summaries with clear implications and recommended actions during annual business reviews. Partner with Home Center Managers and Retail Leadership to develop workforce planning and build people strategies based on turnover, performance, behavior trends, and skill gaps. Maintain knowledge of trends, best practices, and HR statute changes within a specific region to ensure consistent application of company policies and practices, as well as to mitigate risk. Performance Management & Retention (40%) Advise field management on the development and execution of performance management goals and communicate updates/opportunities on a regular basis. Effectively utilize the Retail Performance Management Dashboard to identify underperforming Home Consultants and advise leadership on targeted development plans. Build people strategies with leaders based on turnover, performance, behavior trends, and skill gaps. Identify organizational structure changes to address talent or performance gaps. Coach leaders on identifying and correcting behavioral misalignment and developing corrective action plans tied to expected values and behaviors. Conduct training on the Human Resources and Leadership modules of the Management Development Program. Talent Management (20%) Oversee all staffing efforts within the Region(s) while partnering with Zone, Regional, and Home Center Management to determine current and future strategic staffing needs and sourcing strategies. Utilize Caliper Assessment & Analytics to refine strategy. Partner with the Corporate Recruiting team to identify needs, prioritize recruiting activities and develop sourcing strategies for specific markets. Use data analytics and organizational insights to identify trends, diagnose root causes, and recommend action plans regarding hiring, turnover, retention and succession planning. Train Home Center leadership on 30-60-90‑day New Team Member follow‑ups, obtain & analyze data, make recommendations to improve new team member experience. Compensation $103,000 – $129,000 total comp Qualifications Bachelor’s degree in a related field or equivalent work experience 7 years’ experience in HR/Talent Acquisition with companies supporting 500+ team members. Ability to travel to locations within your region (50 - 70%) Experience supporting a retail team with a heavy focus on performance Demonstrated capability in employee relations, investigations, performance management, coaching and change management. Experience partnering with business leaders to interpret data, identify root causes, and develop action plans. Experience with Workday HR management system preferred Strong business acumen and an ability to understand P&L Ability to influence, coach, and build trust with leaders at all levels. High level of proficiency with HR systems (Workday preferred) and Microsoft Excel / data tools. Ability to manage multiple priorities, meet deadlines, and operate with a high degree of autonomy. Effective Communication/Facilitation, both written and verbal; work with managers to send clear and consistent messages; be an effective communicator in writing, facilitation, be able to drive change, facilitate internal communication processes, etc. Ability and desire to operate with a high degree of flexibility. Why Clayton? Full‑time team members have the flexibility to create their own health, dental, and vision benefits package. Clayton provides competitive 401K programs including investment options and company matching for full and part‑time team members after one year to help our team members achieve their financial goals. Additional benefits include paid parental leave, Employee Assistance Programs, paid time off, paid holidays and more. As part of Clayton’s commitment to Opening Doors to a Better Life, Clayton is now providing paid time for team members to volunteer to causes that are meaningful to them through the Clayton Impact program. At Clayton, we encourage holistic wellness with physical, nutritional, social, financial, spiritual and occupational programs. Home Centers are closed on Sundays – we believe in offering a balanced working environment. Clayton is committed to creating an inclusive workplace. Clayton is an equal opportunity employer and does not discriminate on the basis of race, national origin, gender, gender identity, sexual orientation, protected veteran status, disability, age, or other legally protected status. Business Unit - B00009 Clayton Retail #J-18808-Ljbffr Clayton