Human Resources Business Partner

Summary / Position Purpose:

The Human Resources Business Partner (HRBP) serves as a strategic advisor to leaders and employees, aligning HR strategies with business objectives across multiple client groups and/or locations (could be a region or in office). The HRBP provides guidance in the areas of employee relations, performance management, organizational development, talent planning, and change management. This role partners closely with the Regional HR Managers and leadership to build strong teams, enhance culture, and drive overall business results.

Essential Duties, Functions and/or Responsibilities: 

Employee Relations

• Provide guidance and support on complex employee relations issues, ensuring fair and consistent application of policies.
• Conduct investigations and recommend appropriate actions to be reviewed by the HR Manager and/or HR Director.
• Promote positive employee engagements, to include the set up of events, ordering of food, and coordinating with regional sites for events.
• Help resolve workplace conflicts, coach managers on documenting PIP’s and partner with managers on the deliverable of the PIP’s.
• Begin the termination process through coaching with the managers to ensure appropriate documentation is accurate and coordinate with HR Manager and/or HR Director prior to approving separation.

Talent Management & Development

• Partner with hiring managers to assess staffing needs for their assigned regions
• Monitor turnover and staffing trends within the specific departments
• Identify skills gaps and partner with HR point of contact or learning and development lead to implement training solutions

Performance Management

• Coach leaders on effective performance feedback, goal-setting, and development planning.
• Support annual performance review processes and ongoing performance conversations.
• Assist managers in creating improvement plans when needed, ensuring compliance and fairness.

HR Operations & Compliance

• Support the interpretation and execution of HR policies, procedures, and employment laws.
• Keep leaders informed on HR best practices, legal requirements, and compliance risks.
• Maintain accurate and confidential employee records and documentation.
• Lead onboarding to include Paycom tasks of background checks, offer letters, extending offers, IT onboarding tickets, first day invites to new hire orientation.
• Lead offboarding to include Paycom tasks of PAF’s, IT offboarding, partnering with managers to communicate separation and impact to benefits. 
• Lead and document exit interviews, share and coach exit feedback to manager, and close out personnel files with all documents.

Data & Analytics

• Analyze metrics (turnover, engagement, absenteeism, etc.) to provide insights and recommendations.
• Measure the effectiveness of HR programs and initiatives.

Strategic Partnership & Consultation

• Partner with business to understand organizational goals and partner with HR Manager and/or HR Director in implementing HR strategies.
• Identify HR opportunities to develop working relationships with all levels of management to be a value-added partner in support the business.

Change Management

• Partner with leaders to support organizational change, restructuring, and process improvements.
• Provide communication guidance and employee support during transitions.
• Help build adaptable, resilient teams during periods of growth or transformation.
• Indirectly responsible for product quality
• Other duties as assigned

Education and/or Work Experience Requirements: 

• Bachelor’s degree in human resources management, Business Administration, or related field is highly preferred.
• 3 years of progressive HR experience, preferably in a generalist or partner role.
• Strong understanding of employment laws and HR best practices.
• Excellent coaching, communication, and interpersonal skills.
• Ability to build strong relationships with leaders and employees at all levels.
• Proactive, solution-oriented, and skilled at navigating ambiguity.
• Competence in HRIS systems and general technical tools (e.g., Excel, HR dashboards).

Physical Requirements:

• Ability to safely and successfully perform the essential job functions consistent with the ADA, FMLA and other federal, state and local standards, including meeting qualitative and/or quantitative productivity standards.
• Ability to maintain regular, punctual attendance consistent with the ADA, FMLA and other federal, state, and local standards.

This position requires applicants to be authorized to work in the US without sponsorship; TestEquity does not sponsor applicants for work visas. 

TestEquity provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws.

This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.