Human Resources Business Partner

Human Resources Business Partner Lockbourne, OH Job Details Full-time 22 hours ago Qualifications Employee onboarding

FMLA SAP

Leave management Employment law Talent management Regulatory compliance Compliance audits & assessments Talent acquisition HR legal compliance Employee retention Mid-level Full cycle recruiting Performance management Compensation administration Bachelor's degree in business administration Administrative experience Change management Personnel records management Bachelor's degree Human Resource Management Employee relations management Implementing HR recruitment processes Recruiting SHRM Certified Professional Professional In Human Resources Business Administration Productivity software Human Resources Data validation SHRM Senior Certified Professional HR business partner employee support Employee engagement Onboarding process management Business Escalation handling Communication skills Staffing management Payroll processing Collaboration with hiring managers Full Job Description Position Summary The Human Resources Business Partner (HRBP) provides comprehensive human resources support across several functions and locations. This role serves as the primary HR resource and is responsible for both day-to-day HR execution and higher-level partnership with leaders. The HRBP supports the full employee life cycle, including employee relations, recruiting, onboarding, performance management, compensation and benefits support, compliance, and employee engagement. This role partners closely with HR functional leaders across People Operations, Talent Acquisition & Talent Management, and Total Rewards to deliver integrated HR solutions while ensuring a consistent and positive employee experience. Essential Duties and Responsibilities Business Partnership & Leadership Support Serve as a trusted HR advisor to leaders across multiple functions. Partner with leaders to understand business priorities, workforce needs, and organizational challenges. Provide guidance on people-related decisions, including performance management, role alignment, organizational changes, and workforce risk. Coach leaders on effective people management practices, employee engagement, and leadership capability. Human Resources Operations & Administration Serve as the primary point of contact for employees regarding HR policies, procedures, and programs. Execute daily HR administrative activities, including employee records management, documentation, and data accuracy within HR systems. Support payroll administration processes for salaried and non-exempt employees, including data validation and issue resolution. Administer employee benefits programs, including enrollments, changes, terminations, and employee inquiries. Ensure consistent application of HR policies and practices across supported functions. Employee Relations & Performance Management Manage day-to-day employee relations matters, including performance concerns, workplace behavior, attendance, and policy interpretation. Conduct objective, fact-based investigations related to employee complaints, policy violations, and performance-related issues. Partner with leaders on corrective actions, performance improvement plans, and employment decisions, ensuring appropriate documentation and compliance. Escalate and collaborate on complex or higher-risk employee relations matters as appropriate. Staffing & Talent Support Manage full-cycle recruiting for non-operations positions, including job postings, candidate screening, interview coordination, offer processing, and pre-employment requirements. Partner with hiring managers to support effective hiring decisions. Execute onboarding and offboarding processes, ensuring a consistent and positive employee experience. Collaborate with Talent Acquisition & Talent Management partners on hiring, development, and retention initiatives. Total Rewards Partnership Partner with the Total Rewards function to support compensation, incentive, and benefits programs for non-operations roles. Provide guidance to leaders on compensation practices, job leveling, and pay decisions within established frameworks. Support consistent application of rewards programs and assist with resolution of employee or leader inquiries. Compliance, Risk & Policy Support Ensure compliance with federal, state, and local employment laws and company policies. Support leave administration (FMLA, ADA accommodations, and other leave programs) in coordination with HR partners. Identify employee-related risks and trends and partner with HR leadership to address issues proactively. Support audits, compliance reviews, and policy initiatives as required. Culture, Engagement & Change Support Support and execute employee engagement and culture initiatives. Reinforce a positive, inclusive, and professional workplace culture. Provide HR support during organizational change, restructuring, or transformation efforts. Act as a change agent by supporting communication, consistency, and employee experience initiatives. Collaboration & HR Alignment Collaborate closely with People Operations to support consistent HR execution across the organization. Partner with Talent Acquisition & Talent Management and Total Rewards to deliver integrated HR solutions. Provide feedback and insights to HR leadership based on business needs, employee feedback, and organizational trends. Participate in cross-functional HR projects and initiatives. Bachelor's degree in Human Resources, Business Administration, or a related field required. Minimum of 5+ years of progressive human resources experience, with experience in a senior HR generalist or HR business partner role preferred. Demonstrated experience supporting corporate and operations employee populations. Strong background in employee relations, recruiting, HR administration, and leader coaching. Ability to balance hands-on execution with consultative leadership support. Strong interpersonal, communication, and problem-solving skills. Ability to manage sensitive and complex issues with sound judgment and discretion. Proficiency with HRIS systems and Microsoft Office; SAP experience preferred. HR certification (PHR, SHRM-CP, or

SHRM-SCP

) preferred.