Qureos Mentor

Media One Digital

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 Job Overview
 
 
 
 The Human Resources Business Partner (HRBP) is key member of the leadership team, providing experienced and hands-on to management of the human resources function across two locations in our growing textile printing supply business. This role is responsible for the full spectrum of HR responsibilities&mdash;including talent acquisition, employee relations, training and development, performance management, data analytics, and acquisition integration&mdash;with a strong focus on building a high-performance culture. The ideal candidate thrives in fast-paced, entrepreneurial environments and has a proven track record of designing and scaling effective HR processes that enable growth and excellence.
 
 
 
 
 
 
 Essential Job Functions &amp; Key Responsibilities
 
 
 
 
 Culture &amp; Performance Enablement
 
 
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 Champion a high-performance, feedback-driven culture that supports business growth and employee development.
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 Model and promote company values in daily HR practices, hiring, and leadership coaching.
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 Drive employee engagement and accountability through clear goal-setting, ongoing feedback, and aligned recognition programs.
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 Support culture integration during acquisitions or organizational changes, ensuring alignment with company mission.
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 M&amp;A Integration
 
 
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 Lead HR due diligence and integration efforts during acquisitions including policy and benefit alignment, communication plans, and organizational transition planning.
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 Support leadership in retaining key talent and establishing cultural alignment post-acquisition.
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 Talent Acquisition &amp; Workforce Planning
 
 
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 Lead end-to-end recruitment strategies, from sourcing to selection and offer negotiation.
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 Establish structured, scalable hiring workflows including interview frameworks, candidate evaluation tools, and onboarding checklists.
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 Collaborate with site and department leaders to forecast workforce needs and build proactive talent pipelines.
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 Ensure recruiting practices reflect DEI principles and enhance the company&rsquo;s employment brand.
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 Onboarding &amp; Offboarding
 
 
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 Design and execute a consistent and structured onboarding experience that accelerates new hire productivity and engagement.
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 Lead exit processes including interviews, documentation, and insights reporting for continuous improvement.
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 Performance Management
 
 
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 Implement and manage performance management processes, including regular check-ins, formal evaluations, and feedback loops.
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 Support managers in developing individual and team performance goals aligned to business KPIs.
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 Facilitate the use of performance improvement plans and coach leaders on handling performance challenges constructively.
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 Learning &amp; Development
 
 
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 Identify skill and capability gaps and build targeted development plans for individuals and teams.
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 Manage job-specific training programs, leadership development initiatives, and career growth pathways.
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 Track training ROI through participation data, knowledge assessments, and business impact metrics.
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 Employee Relations &amp; Engagement
 
 
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 Manage complex employee relations issues including investigations, grievances, and corrective actions with professionalism and compliance.
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 Maintain a visible presence across both sites to promote trust and open communication.
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 Design and lead engagement initiatives (e.g., surveys, focus groups, events) to enhance morale, retention, and alignment.
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 Compensation &amp; Benefits
 
 
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 Support annual compensation planning, benchmarking, and salary structure development.
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 Oversee administration of benefits plans, employee communications, and vendor relationships.
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 Ensure competitiveness and alignment with performance-based rewards and recognition systems.
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 HR Data, Metrics &amp; Analytics
 
 
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 Define and report on key HR KPIs such as turnover, hiring metrics, performance trends, and engagement.
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 Use data insights to guide strategic workforce planning and operational improvements, and to make informed strategic decisions.
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 Maintain accurate and compliant employee records and leverage HRIS tools for reporting and insights.
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 HR Policies &amp; Compliance
 
 
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 Develop and maintain HR policies, handbooks, and SOPs that reflect best practices and evolving legal requirements.
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 Ensure compliance with federal, state, and local labor laws including FMLA, ADA, EEO, and wage/hour regulations.
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 Partner with Finance and Legal teams to support audits, investigations, and risk management activities.
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 Skills, Qualifications &amp; Experience
 
 
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 Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field (HR certification preferred).
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 Minimum 5&ndash;7 years of broad-based HR experience with demonstrated success in a small to medium, growth-focused business.
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 Proven experience establishing scalable HR processes, systems, and metrics in a multi-site environment.
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 Strong background in culture-building, performance management, and leadership development.
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 Proficient in HRIS platforms, Excel, and reporting tools.
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 Strong interpersonal, coaching, and influencing skills with the ability to build trust across all levels of the organization.
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 Willingness to travel periodically between sites.
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 Preferred Qualifications
 
 
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 Experience in a private equity-owned or high-growth operating environment strongly preferred.
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 M&amp;A experience including HR due diligence and post-acquisition integration is highly desirable.
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Human Resources Business Partner

Join Media One Digital and explore 1   exciting career opportunities. They're hiring for various roles with options for remote or on-site work. Apply today and become part of their innovative team.

Media One Digital

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Human Resources Business Partner