HR Business Partner
$85,000–$100,000 year
Remote
Job Summary
Facilitate HR screening interviews for supervisor-level roles, conduct exit interviews for managerial offboarding, and perform market compensation research to inform hiring strategies. Serve as the primary HR partner to Operations and Lit Tech leaders, guiding them through performance reviews, disciplinary conversations, and workforce planning while managing workplace investigations and employee relations matters company-wide. Advise managers on compensation decisions within approved salary bands, support hiring processes with compliance guidance, and administer unemployment claims for Lit Tech and Operations separations. Partner with assigned business lines to reduce turnover and share workforce-trend insights.
Required Qualifications
- Employee relations and workplace investigations company-wide
- Excellent judgment and discretion
- Confident communication with leaders at all levels
- Comfortable balancing a dedicated client group with company-wide responsibilities
- Industry trends and talent acquisition best practices
- Market compensation research
- Primary HR partner to Operations and Lit Tech leaders and employees
- Workforce planning and organizational design
- Headcount questions
- Compliance guidance
- Job description support
- Market or policy input
- Strategies to reduce turnover
- Workforce-trend data and insights
- Primary owner of employee relations matters and workplace investigations within assigned business lines
- Coaching managers through performance and conduct concerns
- Determining appropriate resolutions
- Manage the disciplinary process for escalated or complex matters
- Performance improvement plans
- Involuntary terminations
- Administering unemployment claims
- Advise on questions related to company response to state agency requests
- Ensure accurate separation documentation
- Accurately represent the company in contested claims
- Escalate high-risk, legally sensitive, or leadership-level matters
- Guide Operations and Lit Tech managers through performance and disciplinary conversations
- Annual performance review cycle
- Advise managers on compensation decisions
- Merit increases
- Promotions
- Approved salary bands
- Partnering with HR and Finance management
- Consistent, compliant application of company policy
- Support workplace investigations or complaints related to harassment, discrimination, or safety complaints
- Partnering with supervisor on legally sensitive or notably complex matters
- Support HR compliance initiatives
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