Human Resources Business Partner

Position Objective:

The Human Resources Business Partner is responsible for day-to-day execution of core HR programs and processes that support Bloom Montana’s employees and leaders. This role serves as the primary HR point of contact for assigned locations, ensuring consistent application of policies, strong employee relations, effective hiring and onboarding, and compliance with employment laws.

The HRBP partners closely with leadership to execute people initiatives, support managers, and maintain a positive, compliant, and engaged workplace culture.

Essential Functions:

Talent Management & Organizational Development

• Executes HR programs and initiatives that support business needs and operational priorities.
• Partners with leaders to support performance management, talent development, and workforce planning efforts.
• Supports change management initiatives by executing communication plans, presentations, and employee-facing materials.
• Supports mergers or acquisitions through onboarding execution, employee communications, site visits, and engagement follow-ups.
• Reinforces company culture by modeling and promoting respectful, supportive, and compliant workplace behaviors.

Talent Acquisition & Onboarding

• Leads day-to-day recruiting execution in partnership with field leadership, including job postings, screening, interviews, and offer coordination.
• Manages onboarding execution, including new hire orientation, paperwork, and early-stage employee integration.
• Monitors hiring trends, turnover data, and local labor market conditions to proactively flag risks or opportunities.
• Maintains recruiting metrics and dashboards (e.g., time to fill, turnover trends, hiring volume).

Employee Relations & Compliance

• Serves as the primary HR contact for employee relations issues, including performance concerns, investigations, attendance, and policy application.
• Provides practical guidance to managers on coaching, documentation, corrective action, and conflict resolution.
• Ensures consistent and compliant application of company policies and employment laws (state and federal).
• Maintains an accessible, employee-focused HR presence that encourages open communication and issue resolution.

Performance Management & Learning & Development

• Executes the performance management cycle, including goal setting, review coordination, and documentation tracking.
• Supports leaders and employees with performance feedback tools and coaching guidance.
• Coordinates and delivers training programs as aligned with leadership direction.
• Supports learning and development initiatives by scheduling sessions, tracking participation, and gathering feedback.

Total Rewards (Compensation & Benefits)

• Administers compensation programs in accordance with established salary ranges, incentive plans, and guidelines.
• Manages day-to-day benefits administration, employee questions, enrollments, and life event changes.
• Coordinates with benefits and retirement vendors to ensure smooth employee experience.
• Supports open enrollment execution, employee education, and benefits communications.

People Analytics & Employee Engagement

• Tracks and reports on key HR metrics including turnover, engagement feedback, exit themes, and staffing trends.
• Supports engagement initiatives by collecting feedback and assisting with action plan follow-up.
• Provides data-driven insights to leadership to support informed people decisions.

HR Operations & Compliance

• Executes HR communications to ensure clarity, consistency, and employee understanding.
• Maintains accurate employee records, documentation, and HR systems data.
• Supports compliance activities such as audits, reporting, and regulatory requirements.
• Assists with additional HR initiatives and projects as business needs evolve.