The Human Resources Business Partner (HRBP) serves as a strategic and operational partner to field leadership in a fast-paced, multi-unit retail and sales environment. This role is responsible for supporting leaders and employees across multiple states while ensuring compliance with employment laws and company policies.

The HRBP will lead and support employee relations, compliance initiatives, leave of absence administration, ADA accommodations, employee engagement efforts, HR operations and more. This role requires a strong ability to balance employee advocacy with business needs while partnering closely with operational leaders to maintain a positive, compliant, and high-performing workplace culture. Below are the essential functions for this position:

Employee Relations

• Serve as the primary HR partner for field leaders and employees regarding workplace concerns, conflict resolution, and employee relations matters.
• Conduct thorough and objective HR investigations related to complaints, policy violations, and workplace concerns.
• Provide coaching and guidance to leaders on performance management, corrective actions, documentation, and terminations.
• Partner with leadership to ensure consistent and fair application of company policies and procedures.

Compliance & Risk Management

• Ensure compliance with federal, state, and local employment laws across multiple states.
• Provide guidance to leaders on wage and hour compliance, workplace policies, and employment practices.
• Support the development and implementation of HR policies and procedures to mitigate organizational risk.
• Maintain accurate and compliant documentation related to employee relations and HR matters.

Leave of Absence & ADA Management

• Manage and support the administration of leave of absence programs, including medical leave, personal leave, and other statutory leave programs.
• Lead the ADA interactive process, working directly with employees and leadership to evaluate accommodation requests.
• Coordinate medical documentation and determine appropriate workplace accommodations in compliance with applicable laws.
• Partner with legal and HR leadership when necessary to ensure compliance and best practices.

Process Development, Rollouts & Training

• Lead the development, documentation, and implementation of HR processes to support scale and consistency
• Manage HR program rollouts across field and corporate populations, including communication plans and change management support
• Design and facilitate HR-led training for leaders on topics such as performance management, employee relations, compliance, and HR best practices
• Continuously evaluate and improve HR workflows for efficiency and effectiveness

Employee Engagement & Leadership Partnership

• Support employee engagement initiatives designed to enhance workplace culture and the overall employee experience.
• Partner with operational leaders to identify opportunities to improve retention, morale, and team effectiveness.
• Assist with employee recognition programs, engagement strategies, and culture-building initiatives.
• Build strong relationships with regional and operational leaders to provide proactive HR guidance.
• Serve as a trusted advisor on leadership challenges, team dynamics, and workforce planning.
• Provide coaching to managers on leadership development, communication, and employee performance.

HR Operations Support

• Partner with HR leadership to support day-to-day HR operations across the organization.
• Assist with onboarding processes, HR system updates, and employee documentation.
• Support HR reporting, workforce data analysis, and organizational insights to inform leadership decisions.
• Collaborate cross-functionally with Talent Acquisition, Payroll, Operations, and HR Operations teams.
• Any other duties assigned by management.