Human Resources Business Partner II

About the Opportunity

We are hiring two Human Resources Business Partner II (HRBP II) professionals to support a growing organization. These are newly created roles with strong long-term potential, designed for HR professionals who want to make an impact, take ownership, and grow within the HR function. The team is collaborative, and the incoming HRBP II will have support from leadership—however, the VP of HR will be out on maternity leave in approximately five weeks, offering additional opportunities for autonomy.

Why This Role Is a Strong Opportunity

• Clear path for growth and development

• Ability to own processes and make meaningful improvements

• Stable Monday–Friday schedule

• Direct visibility with HR leadership

• Long-term conversion potential after contract period

Ideal Experience

• 3–5 years of Human Resources experience (required)

• Strong communication and relationship-building skills

• Comfortable working in a practical, non–corporate environment

• Ability to handle HR operations in a fast-paced setting

• Nonprofit HR experience is a plus but not required

• SHRM or HRCI certification preferred

Job Description

The Human Resources Business Partner II (HRBP II) is a tactical and consultative HR role responsible for supporting HR operations across assigned business units. This position serves as a liaison between affiliates and the central HR department, ensuring compliance with HR policies, processes, and regulatory requirements. The HRBP II handles a wide range of HR responsibilities, supports the resolution of employee issues, and provides coaching to managers while contributing to strategic HR planning within their assigned area.

Key Responsibilities

Employee Relations & HR Support

• Investigate and resolve minor employee relations issues; escalate complex matters to the Employee Relations team.

• Provide coaching and HR guidance to managers as needed.

• Serve as the first point of contact for workers’ compensation matters and partner with the WC team for claim processing.

Performance & Engagement

• Manage and distribute performance evaluations for assigned affiliates.

• Lead employee engagement initiatives across business units.

Compliance & HR Operations

• Maintain HR compliance items in preparation for audits and licensing visits.

• Manage job description distribution and signature completion.

• Complete post-employment processes and documentation.

• Submit personnel change notices (PCNs) for all status changes.

• Process employee suspensions in collaboration with Employee Relations.

Hiring & Onboarding

• Review and approve new hire submissions and employment requests.

• Audit weekly new hire lists and employee change reports to ensure HRIS accuracy.

• Process employee transfer requests.

• Facilitate affiliate-specific new hire welcome meetings and policy reviews.

• Collaborate with Talent Acquisition to review and update open position reports.

Additional Operational Duties

• Review and update employee rosters, including No Pay Reports.

• Participate in strategic HR planning within assigned business units.

• Perform other duties as assigned by HR leadership.

Education & Requirements

• High School Diploma (required)

• Bachelor’s or Master’s in Human Resources or related field (preferred)

• SHRM-CP, SHRM-SCP, PHR, or SPHR certification (preferred)

• 3–5 years of direct HR experience (required)

• Nonprofit HR experience preferred; equivalent combination of education and experience will be considered
  LA123