The HR Business Partner (HRBP) serves as a strategic and hands-on partner to internal clients and a distributed, remote workforce within a fast-paced, sales-driven environment. This role provides practical, consistent, and proactive HR support, guidance, and counsel across the employee lifecycle.

The HRBP identifies workforce needs and recommends data-driven solutions derived from direct observation, employee feedback, survey results, and management input. This position plays a critical role in coaching leaders and employees on performance, development, and career pathing, while overseeing key divisional HR programs including onboarding, performance management, employee relations, investigations, and offboarding.

Position Overview

Strategic HR Partnership & Employee Relations

• Serve as a trusted link between management and employees by addressing questions, resolving work-related issues, and advising on organizational policies including EEO and harassment prevention.
• Coach leaders on effective communication, feedback, recognition, and employee engagement.
• Perform complex staffing responsibilities including workforce planning, employee relations matters, disciplinary actions, and terminations.
• Initiate conflict resolution efforts and conduct thorough, objective workplace investigations in partnership with Legal Counsel and the VP of HR.
• Provide guidance on sensitive and complex HR matters including reasonable accommodations, allegations of misconduct, and involuntary separations.
• Provide multi-state HR guidance related to wage and hour laws, including FLSA exemptions, overtime regulations, and final pay requirements, in partnership with Legal Counsel.
• Champion HR compliance initiatives in collaboration with internal compliance committees and corporate resources.
• Ensure proper maintenance, confidentiality, and communication of employee records in compliance with legal requirements and Sarbanes-Oxley (SOX) controls.
• Partner with Corporate Recruiting, Legal, Contracts, and Background teams to ensure consistent and compliant hiring practices.
• Manage new hire processes including offer letters, onboarding, orientation, and completion of employment documentation.
• Administer and maintain I-9 and E-Verify processes in compliance with USCIS regulations.
• Oversee annual performance reviews and quarterly objective-setting programs to ensure consistency, equity, and compliance.
• Compose and update job descriptions and evaluate roles for compensation and FLSA compliance.
• Manage employee separations including documentation, exit interviews, unemployment claims, and post-employment processes.
• Leverage proprietary applicant tracking systems (e.g., Cyrus) to support unemployment claims research, work search verifications, and HR analytics.
• Maintain accurate employee records, personnel change actions (PCAs), and HR data integrity through audits and reporting.
• Compile and analyze HR metrics related to hiring, turnover, engagement, and performance.
• Evaluate HR processes and recommend continuous improvements to enhance efficiency, accuracy, and compliance.
• Manage employee surveys, engagement initiatives, and feedback mechanisms.
• Manage vendor relationships that support HR programs and services.
• Plan, direct, supervise, and coordinate work activities of HR team members and direct reports.
• Provide backup support to team members as needed, fostering a culture of teamwork and professionalism.
• Collaborate cross-functionally and assist other departments and special projects as required.

Experience/Skills

• Minimum of eight (8) years of progressive HR experience required
• At least two (2) years of supervisory or people management experience required
• Demonstrated expertise in multi-state employment laws, including wage and hour regulations
• Experience supporting a for-profit, revenue-generating organization preferred
• Prior experience in a fast-paced sales environment strongly preferred
• Experience within a publicly traded company and familiarity with SOX compliance preferred
• Proven ability to navigate organizational change and evolving workplace cultures
• Strong accountability, judgment, and ethical decision-making
• Excellent verbal and written communication skills
• Proven ability to coach, influence, and build trusted relationships
• High level of confidentiality and discretion
• Strong conflict resolution and investigative skills
• Business acumen with the ability to align HR practices to organizational goals
• Adaptability and comfort operating autonomously in a remote environment
• Cultural competence, empathy, and commitment to diversity and inclusion
• Advanced problem-solving, critical thinking, and research capabilities
• Experience with HRIS and personnel database systems required (PeopleSoft and Workday preferred)
• Proficiency with Microsoft Office 365 and web browsers
• Advanced Excel skills including VLOOKUPs and Pivot Tables
• Ability to maintain regular attendance and work hours necessary to meet business needs

Education

• Bachelor’s degree required (or equivalent work experience)
• Professional HR certification (e.g., SHRM-CP/SCP, PHR/SPHR) preferred