Human Resources Business Partner

A Day in the Life of a Regional Human Resources Business Partner

As an HR Business Partner, your day begins by connecting with leaders across the organization to understand their strategic goals and how HR can support them. You act as a trusted advisor to senior management, offering insight on talent management, employee relations, and performance development to help build a high-performing and engaged workforce. You are not only reacting to current issues but proactively identifying areas where HR practices can support long-term business objectives.

Throughout the day, you collaborate closely with department managers, offering support and guidance on HR policies, coaching leaders through sensitive employee situations, and helping resolve complex challenges in ways that align with company values. Your role is critical in ensuring that HR strategies are not just understood but embedded into the day-to-day operations of each team.

You play a key role in the design and implementation of initiatives like workforce and succession planning, helping ensure the company is prepared for growth and leadership transitions. You also drive efforts in diversity, equity, and inclusion, helping to create a workplace where every employee feels valued. Whether you're facilitating organizational development sessions, analyzing workforce data, or helping craft strategic people initiatives, you are a vital bridge between human resources and business strategy.

Responsibilities:

• Build trust with leaders and provide coaching on employee management and people operations
• Champion learning and development to drive employee engagement and growth
• Stay current on HR trends, laws, and policies; advise business units to ensure compliance
• Measure and validate HR initiatives to support business success
• Partner with Leaders to identify talent gaps and execute strategic workforce plans
• Lead employee relations, conflict resolution, and investigations
• Influence strategy and execution of regional people operations initiatives
• Collaborate with Operations, Sales, and HR to align workforce planning, succession, and employee initiatives
• Implement strategic initiatives to improve people's KPIs and business performance
• Oversee the full talent lifecycle, including onboarding, development, performance, and separations
• Travel up to 25% within assigned regions

Experience & Education:

• 7+ years of progressive HR experience
• 3+ years partnering with business units on people strategy
• Experience collaborating with cross-functional, multi-layered teams
• Proven ability to coach, influence, and guide teams
• Track record of creating exceptional workplace cultures and employee experiences
• Bachelor's degree required; HRCI/SHRM certification highly preferred

First Onsite 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.

First Onsite (and its Companies) participates in E-Verify. We will provide the U.S. Social Security Administration (SSA) and, if necessary, the U.S. Department of Homeland Security (DHS) with information from each new employer's Form I-9 to confirm work authorization.

This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.

Third party resume submissions are not accepted. Any resume submitted will be considered the property of THE COMPANY, and THE COMPANY will not be held liable to pay a placement fee.