Human Resources Business Partner

Position Title: Human Resources Business Partner

Department: Human Resources

Status: Full-Time, Exempt

Reports To: Vice President of Business Operations

Supervisory Role: Yes (One Direct Report)

Onsite: Yes

Position Summary:

The Human Resources Business Partner (HRBP) is a strategic advisor and compliance-focused resource, supporting managers and employees in all aspects of HR operations, employee relations, compliance, and payroll processes. This role is not a generalist or a growth-focused HR leader but rather a highly experienced HR professional who ensures policy enforcement, compliance with labor laws, and effective conflict resolution while empowering managers to handle first-line employee relations issues.

The ideal candidate is a seasoned HR professional seeking long-term stability in a well-established organization. This role requires deep expertise in HR compliance, payroll oversight, benefits administration, and employee relations, emphasizing policy enforcement and risk mitigation.

Qualifications & Experience:

·        Minimum 7 years of direct experience in payroll, benefits administration, and HR compliance.

·        At least 3 years of management experience overseeing compliance functions.

·        Bachelor’s degree in human resources, Business Administration, or a related field (preferred).

·        Advanced proficiency in ADP WorkforceNOW, HRIS systems, and Microsoft Applications.

·        Extensive knowledge of federal, state, and local labor laws, including FLSA, FMLA, ADA, COBRA, and multi-state payroll compliance.

·        Strong attention to detail and ability to meet critical deadlines.

·        Ability to develop and deploy programs through digital mediums.

·        Ability to separate personal feelings from professional responsibilities and make objective, compliance-driven decisions.

Key Responsibilities:

·        HR Compliance & Policy Enforcement

o  Maintain and enforce all HR policies, labor law compliance, payroll regulation, and benefit programs.

§ Regularly review existing policies to identify opportunities for compliance and actively work toward improvements, aligning business objectives.

§ Maintain and enforce HR policies, employee handbooks, and internal documentation.

§ Service as the go-to resource for compliance-related issues within the organization.

§ Communicate policy changes and ensure understanding and compliance.

§ Coach leaders on policies and procedures and a means to enforce and navigate non-compliance issues.

o  Conduct HR audits to identify risk areas and ensure adherence to labor laws and payroll regulations.

o  Serve as the primary point of contact for regulatory agencies and compliance reporting.

o  Oversee leave management (FMLA, disability, workers’ compensation, etc.) and ensure accurate documentation and adherence to legal requirements.

·        Payroll & Benefits Administration         

o  Oversee and process biweekly payroll with full responsibility for accuracy, (multi-state) compliance, and efficiency.     

§ Oversight of payroll system integration, compliance reporting, and system upgrades.

o  Manage payroll tax filings, deductions, and reporting, ensuring compliance with federal, state, and local laws.

o  Ensure seamless integration of timecards, benefit deductions, and payroll system feeds.

o  Oversee benefits administration, including open enrollment, plan changes, and compliance tracking.

o  Conduct salary reviews and benchmark compensation practices against industry standards.

o  Serve as a resource for employees regarding payroll, benefits, and leave policies

·        HR Systems & Data Management

o  Maintain and optimize HRIS and payroll software for accurate data tracking and compliance reporting.

o  Generate HR and payroll reports for leadership, tracking workforce trends and compliance risks.

o  Ensure accurate record-keeping of employee files, benefits elections, and performance documentation

·        Employee Relations & HR Support

o  Act as a neutral liaison between employees and managers to facilitate fair and consistent conflict resolution.

o  Coach and empower managers to serve as the first line of support for employee concerns.

o  Provide training and guidance on conflict resolution, employee relations, and policy enforcement.

o  Encourage proactive leadership by equipping managers with tools to handle workplace concerns effectively.

o  Maintain confidentiality and objectivity, ensuring fair enforcement of policies at all levels.

·        Recruitment & Staffing

o  Coordinate and oversee recruiting activities, including job postings, candidate screening, interviewing, and onboarding.

o  Assist with developing effective recruitment strategies to attract and retain top talent.

·        Safety & Risk Management

o  Collaborate with the safety team to promote a safe working environment.

o  Participate in safety committee meetings and initiatives to ensure compliance with workplace regulations

·        Performance Management

o  Support the performance appraisal process by providing compliance-related training and resources to ensure evaluations adhere to company policies and applicable laws.

• o  Provide guidance and support to managers on performance management issues.