HR Business Partner

Fogelman is a nationally recognized, fully integrated multifamily real estate company that invests in and manages apartment communities, backed by six decades of experience, dynamic associates, and expert leadership. Our collaborative culture has earned us recognition as one of the 2025 Best Places to Work in Multifamily and one of Newsweek’s Top 100 Most Loved Companies. With teamwork, experience, and expertise at the core of who we are, we create welcoming communities for thousands of residents while building trusted relationships and durable value for our partners, investors, and associates. 

Position Overview

This role is a key partner to people managers on practices and programs that impact and define the property associate experience at Fogelman. The Human Resources Business Partner (HRBP) serves as the primary HR advisor for a designated territory spanning multiple states, supporting multiple properties and regional leadership teams.

The HRBP is consulted on both routine and complex issues requiring sound judgment and consistent decision‑making. The HRBP builds effective relationships and trust across all levels of the organization, analyzes people metrics to influence outcomes, and drives solutions to increase performance, engagement, and talent effectiveness.

This role is accountable for managing all property people practices and programs in accordance with federal, state, and local employment laws, balancing enterprise standards with localized application across jurisdictions. In addition to strategic partnership, the HRBP provides oversight and governance of HR operational processes to ensure accuracy, consistency, and compliance across the region.

Duties & Responsibilities

Strategic HR Partnership & Regional Support

• Serve as the primary HR Business Partner for a multi‑state territory, providing strategic and hands‑on HR support to regional and property leaders.
• Develop strong partnerships with leaders to implement people practices that drive organizational and team effectiveness across geographically dispersed locations.
• Partner with leaders to drive regional and property business results by aligning HR strategy with operational success measures.
• Serve as an advisor to property and regional leaders on organizational and management issues including talent management, engagement, organizational design, and change management.
• Coach leaders to activate effective leadership behaviors and increase engagement while building a culture of growth, accountability, and development across the region.

Employee Relations, Compliance & Risk Management

• Interpret, apply, and communicate federal, state, and local employment laws, ensuring compliant and consistent people practices across all assigned states.
• Provide effective employee relations support through objective policy interpretation, investigation oversight, corrective action guidance, and documentation—accounting for state‑specific requirements.
• Proactively identify and mitigate compliance and employee relations risks by monitoring trends, audits, and legislative changes impacting the region.
• Act as a trusted advisor during high‑risk or high‑impact employee situations, balancing business objectives with legal compliance.
• Partner with internal stakeholders on escalated employee relations, compliance, and policy matters.
• Promote consistent documentation, investigation standards, and corrective action practices across all properties.
• Manage and track employee leave, including FMLA, in accordance with all applicable laws and internal leave policies.
• Engage in the ADAA interactive process when applicable and work with managers and other internal stakeholders to determine appropriate accommodations.

HR Operations Oversight & HRIS Governance

• Provide regional oversight of HR operational processes across the employee lifecycle, ensuring consistency, accuracy, and compliance.
• Partner with HR Operations, Payroll, and Talent teams to ensure effective execution of onboarding, offboarding, job changes, leaves, and separations.
• Ensure compliance with employment eligibility, recordkeeping, and documentation requirements (e.g., I‑9 processes, audits, data retention standards).
• Serve as a regional escalation point for HRIS‑related issues, data integrity concerns, and process gaps.
• Leverage HRIS systems and people analytics to monitor trends, identify risks, and drive data‑informed recommendations for leaders.
• Support continuous improvement of HR processes, documentation, and workflows to improve scalability and associate experience across the region.

Required Skills & Abilities

• Demonstrated ability to independently develop, drive, and contribute to overall strategy and business plans in a rapidly changing environment.
• Demonstrated expertise in HR competencies including organizational design, performance management, talent development, employment practices, succession planning, compensation, and total rewards.
• Proven success as a valued strategic partner who can influence, advise, and coach leaders across geographically dispersed locations.
• Experience supporting multi‑state or regionally dispersed operations.
• Strong working knowledge of federal and multi‑state employment law application.
• Ability to assess risk and deliver practical, compliant people solutions.
• Strong operational acumen with the ability to oversee HR processes without owning transactional execution.
• Excellent verbal and written communication skills.
• Organized with strong attention to detail and follow‑through.
• Establishes trust, exercises discretion, and inspires confidence.
• Proficient with Microsoft Office Suite and HRIS systems.

Education & Experience

• Bachelor’s Degree in Human Resources, Business, Psychology, or related field required.
• 5 years of progressive and comprehensive HR experience, including HR Business Partner responsibilities.
• Experience supporting regional, multi‑property, or multi‑state operations strongly preferred.
• Proficient knowledge of federal and multi‑state labor laws and compliance.
• PHR, SPHR, SHRM‑CP, or SHRM‑SCP certification strongly preferred.

Work Environment & Travel

• Regular travel within the assigned territory is required.
• Occasional evening or weekend availability may be necessary based on business needs.