Role Description The Human Resources Business Partner provides strategic and operational HR support to leaders and employees across assigned business units within the organization’s multi-company portfolio. This role partners directly with managers to address employee relations matters, performance management, organizational effectiveness, compliance, and workforce planning. The HRBP ensures consistent application of HR policies, strengthens leadership capability, and helps drive the company’s culture, retention, and engagement initiatives. - Serve as a primary HR point of contact for employees and managers within assigned business units. - Guide performance concerns, corrective action, conflict resolution, documentation, and coaching. - Conduct and support investigations related to misconduct, performance, or policy violations. - Ensure consistent application of policies and adherence to federal, state, and local employment laws across assigned entities and business units. - Partner with leaders to strengthen people-management skills, including feedback, coaching, and team dynamics. - Support managers in goal-setting, performance evaluations, and development planning. - Act as a trusted advisor on organizational dynamics, team alignment, HR processes, policies, and best practices. - Own employee relations, performance management, policy interpretation, compliance partnership, workforce planning support, and day-to-day HR advisory responsibilities for assigned business units. - Ensure employee actions and HR recommendations consider the regulatory, ethical, and confidentiality obligations of the assigned business units. - Support workforce planning discussions, including staffing needs, team structure, and succession risk. - Collaborate with Talent Acquisition to align hiring decisions with business needs and talent strategy. - Participate in onboarding and integration efforts to ensure a positive employee experience. - Work with leaders to identify engagement challenges and implement action plans to improve retention and morale. - Conduct stay interviews, exit interviews, and pulse check-ins to gather insights and identify trends. - Support diversity, equity, and inclusion initiatives across the organization. - Maintain accurate and confidential HR records, documentation, and case files. - Collaborate with the VP of HR and PEO partner to resolve compliance issues and maintain audit readiness. - Use HR data and metrics, including turnover, attendance, and performance trends, to support decision-making and identify areas for improvement. - Recommend process improvements to enhance HR service delivery and operational efficiency. - Support the development and rollout of HR programs, policies, and systems as needed. - Mentor HR team members across HR operations, benefits, employee relations, and talent development. - Partner with HR leadership and operational HR team members on escalated leave of absence, ADA, and workplace accommodation matters. - Support leaders and HR in assessing high-risk terminations and other sensitive employment actions. - Provide guidance on escalated return-to-work, fitness-for-duty, and interactive process matters. - Partner with leadership on organizational change, restructuring, role changes, and change management efforts. - Advise managers on complex employee situations involving overlapping performance, attendance, conduct, leave, and accommodation concerns. - Maintain a thorough understanding of and compliance with all federal and state regulations. - Maintain an open line of communication with Management. - Ensure and maintain the confidentiality of all personnel, client, and company information. - Maintain a positive and professional demeanor during all interactions with clients, fellow employees, and vendors. - Ability to accept performance feedback in a professional manner. - Regular attendance and arriving on time to all scheduled shifts and mandatory meetings. - Other duties as assigned. Qualifications - Bachelor’s degree in Human Resources, Business Administration, or related field required. - HR certification (SHRM-SCP, SPHR) preferred. - 3–5 years of progressive HR experience, with at least 2+ years supporting professional services (financial services, legal, insurance, healthcare administration, or similar). Requirements - Experience supporting multi-state or multi-location organizations is strongly preferred. - Background working with a PEO (Insperity, ADP TotalSource, etc.) is a plus. - Experience supporting remote or distributed teams is preferred. - Strong knowledge of federal and multi-state employment laws and regulations. - Demonstrated ability to handle sensitive employee relations matters with discretion and sound judgment. - Strong communication, relationship-building, and conflict-resolution skills. - Ability to analyze data, identify trends, and recommend actionable solutions. - Ability to manage multiple priorities in a fast-paced environment. - Proficiency with HRIS platforms, HR analytics, and workforce reporting tools. - Proven reliability and accountability in a remote work environment. - Proficiency in Microsoft Office (Word, Excel, Outlook) and comfort with new technologies. - Strong collaboration skills and ability to work effectively across departments. - Commitment to maintaining confidentiality and data security. - Embodies the Company’s core values. Physical Requirements - Prolonged periods of sitting at a computer workstation. - Ability to use standard office equipment (computer, headset, phone). - Manual dexterity for keyboarding and office equipment. - Visual acuity for reviewing digital and printed documents. - Continuous communication through virtual and digital platforms. - Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Work Environment - 100% remote; employees must maintain a private, distraction-free workspace with reliable internet connectivity. - Fast-paced, collaborative, and metrics-driven environment focused on service excellence and continuous growth.

• Serve as the primary point of contact for employee relations matters, including workplace concerns, performance issues, policy interpretation, and conflict resolution • Advise managers on employee performance, corrective actions, and terminations in alignment with company policy and legal standards • Provide day-to-day coaching and guidance to managers on employee engagement, communication, and people management practices • Support leadership in navigating organizational changes, performance management, and employee development • Manage HR operations across the employee lifecycle including onboarding, performance management, and offboarding • Ensure compliance with federal, state, and local employment laws including FLSA, FMLA, ADA, EEOC, OSHA, and government contractor requirements • Maintain HR policies, procedures, and employee handbook updates in alignment with regulatory changes • Oversee HR recordkeeping, data integrity, and confidentiality of employee information • Administer employee benefits programs including open enrollment, leave management (FMLA, ADA), and employee inquiries • Coordinate with external vendors and PEO partners to ensure timely and accurate benefit and payroll support • Oversee recruiting operations through management of the Sr. Recruiter • Partner with leadership on workforce planning, hiring needs, and onboarding processes • Support compensation and job structure initiatives in collaboration with leadership and external partners • Lead special projects and organizational initiatives as assigned

• Provides support to the Employee Relations, Office of Equal Access and Organizational Development teams and their client groups with tasks such as coordination, filing, project management, data entry and analysis, processing in Workday Integration System, processing unemployment claims, immigration support and administrative duties • Assists to promote employee relations initiatives • Manages inbound employee relations inquiries, provides thorough documentation, and captures accurate, comprehensive notes to support case resolution. • Performs investigation of performance and corrective action-related concerns, EEOC claims, participates in Title IX administration and other organization charges/complaints • Coordinates and monitors activities to ensure compliance of programs with all applicable federal, state and local laws, regulations and guidelines as well as conforming to human resources management policies and procedures • Responds to requests for information on HR policy interpretation from employees • Research and compose high level correspondence, reports, and presentations • Maintain and audit employees’ relations and other trackers including but not limited to ADA accommodation, immigration sponsorship, grievance, reduction in force, performance management and remote work requests • Support onboarding and offboarding activities for employees; assists with quarterly and annual report compilation • Partner with the Manager and Organizational Development to collect and analyze departmental needs to identify opportunities that enhance talent development, employee engagement and teambuilding • Performs other duties as assigned

• Develop and implement HR strategies and initiatives that support workforce planning, leadership development, succession planning, employee engagement, talent retention, organizational effectiveness, and business growth. • Partner with Area Leaders and business leadership teams to identify current and future talent needs, build workforce plans, address talent gaps, and support long-term business growth. • Evaluate organizational structures and recommend improvements to reporting relationships, team design, span of control, workforce deployment, and role alignment to improve operational effectiveness, accountability, and employee development. • Facilitate talent review discussions, succession planning efforts, promotion planning, and leadership development initiatives to strengthen organizational capability and leadership pipelines. • Manage and resolve complex employee relations matters and conduct effective, thorough, and objective workplace investigations while ensuring compliance, consistency, and fairness across the organization. • Support recruitment efforts by partnering with Talent Acquisition and business leaders. • Support and guide managers in performance management processes, including goal setting, coaching, performance feedback, development planning, corrective action, and succession planning. • Identify training and development needs and coordinate programs that enhance employee capabilities, leadership effectiveness, and organizational performance. • Ensure compliance with federal, state, and local employment laws and regulations while maintaining current knowledge of legal requirements and reporting obligations affecting HR functions. • Partner with Compensation and business leadership to support equitable and competitive pay practices, compensation planning, promotion recommendations, and employee retention strategies. • Analyze workforce trends, organizational metrics, employee engagement results, turnover data, and HR analytics to inform business decisions and improve HR programs and processes. • Foster a positive workplace culture through employee engagement initiatives, recognition programs, leadership coaching, and employee communication efforts. • Serve as a trusted advisor and coach to leaders on workforce planning, organizational change, talent management, employee development, leadership effectiveness, employee relations matters, and retention strategies. • Support the integration of acquired companies by assisting with cultural assimilation, employee onboarding, policy and process alignment, organizational transitions, HR systems adoption, employee communications, and other administrative activities necessary to ensure a seamless employee experience and successful business integration.