Human Resources Business Partner

Job Title: Human Resources Business Partner (HRBP)

Reports To: Director of HR

FLSA Status: Exempt

Location: Dallas, Base Camp

Target Hiring Range: $63,000-$87,000 plus annual bonus

We are Mendocino Farms , a unique, fast-casual restaurant concept breaking all the old paradigms of the restaurant business. At Mendocino Farms, we exist to sell more than just sandwiches, we sell happy.

We are where the neighborhood comes together over inspired sandwiches and soulful salads made from thoughtfully sourced ingredients. Our name comes from legendary Mendocino County, a town known for pioneering the slow food movement and sustainable farming. At Mendo, we make daily decisions that reinforce our values of being trailblazers, learning and growing, building a ‘we’ culture, winning the day for our guests and our team members to ultimately, selling happy!

Summary

As a Human Resources Business Partner (HRBP) for Mendocino Farms, you will serve as a strategic and operational partner to leaders, with a primary focus on Employee Relations and Workers’ Compensation. You will provide expert guidance on complex workplace issues, including performance management, investigations, conflict resolution, and policy interpretation, ensuring fair, consistent, and legally compliant practices. This role is responsible for managing and overseeing the timely processing of workers’ compensation claims, reviewing accident reports for accuracy and completeness, ensuring appropriate investigations are conducted, and supporting compliance with all applicable federal, state, and local regulations.

You will analyze workforce and risk trends to develop proactive HR and safety-related solutions, identify training needs, and support leaders in fostering positive, productive work environments. In collaboration with the People Team and cross-functional partners, you will contribute to strategic programs that strengthen employee engagement, reduce risk, and support organizational effectiveness.

Responsibilities:

• Serve as a strategic HR partner to HR Directors, Directors of Operations, General Managers, and Managers by providing guidance on employee relations, performance management, and compliance matters.
• Manage and resolve complex team member relations issues, including conducting objective and timely investigations, and providing coaching, counseling, and support related to disciplinary actions, conflict resolution, and corrective measures.
• Address team member concerns and work with leaders to improve morale, productivity, retention, and overall working relationships.
• Provide interpretation and guidance on HR policies, procedures, and applicable employment laws to ensure consistent and compliant practices.
• Maintain in-depth knowledge of federal, state, and local employment and workers’ compensation regulations to mitigate legal risk and ensure regulatory compliance.
• Evaluate accident reports and workers’ compensation claims, reviewing medical documentation, witness statements, and investigation results for accuracy and appropriate claim handling.
• Oversee processing of medical bills and temporary disability benefits, reviewing documentation to determine eligibility and authorize payments when appropriate.
• Maintain subrogation records for incidents involving third parties and prepare reimbursement documentation as needed.
• Advise and support managers in workplace accident investigations, including interviewing witnesses and collecting documentation.
• Analyze accident and injury data to identify trends and safety risks, providing recommendations for corrective actions and injury prevention strategies.
• Train managers on workers’ compensation procedures, accident reporting, return-to-work processes, and proper documentation practices.
• Prepare and maintain accurate case files, including medical summaries, investigation findings, correspondence, and regulatory forms.
• Partner with the People Team and cross-functional departments to develop programs, policies, and initiatives that support employee engagement, safety, and organizational effectiveness.
• Analyze workforce and risk-related trends with HR leadership to develop proactive solutions and targeted training programs.
• Identify training and coaching needs for leaders and business units and support the development of learning initiatives.
• Conduct research and stay current on best practices in employee relations, workers’ compensation, and occupational health through professional development and external partnerships.

Leadership Competencies

• Leadership: Demonstrates self-awareness and emotional intelligence by positively contributing to the success of the team and Mendo, treating others with kindness and consideration, understanding the impact of personal strengths and opportunities on others, and seeking feedback while responding constructively without defensiveness, excuses, or blame.
• Team Building: Fosters a collaborative environment by supporting team members and collaborators through personal accountability, encouraging ownership in others’ roles, and contributing to a culture where everyone’s contributions are recognized and valued.
• Ownership & Accountability : Takes responsibility for their actions and contributions, consistently seeks to positively impact the team and organization, demonstrates self-awareness of strengths and opportunities, and accepts feedback constructively without defensiveness, excuses, or blame.
• Communication: Communicates clearly, thoughtfully, and with integrity, actively listens to understand different perspectives, expresses ideas and concerns with confidence, and seeks feedback from leaders and peers to continuously improve communication effectiveness.
• Drive for Results: Demonstrates a strong focus on achieving outcomes within the scope of their role, sets ambitious goals, contributes ideas to improve team and organizational performance, and learns from both successes and challenges to enhance future results.
• Business Acumen: Demonstrates a clear understanding of how individual work impacts the organization’s overall financial success and consistently acts responsibly and ethically in the use of resources, including money, time, and property.
• Continuous Improvement: Proactively identifies opportunities to enhance processes, products, and outcomes, supports change and transformation by seeking to understand the “why,” and approaches problems with openness to new solutions and ways of working.

Qualifications & Requirements :

• Bachelor’s degree preferred, ideally in HR, Business, or other related field
• Minimum of 3 years of experience resolving complex Workers’ Compensation and Employee relations issues
• Experience working in a multi-state, multi-unit organization is required
• Prior experience in restaurant, retail, or hospitality industry is preferred
• SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential preferred
• The ability to commute/travel up to 25% within assigned region.