Job Overview
Our HR Business Partner works closely with the VP of Human Resources and other HR professionals to provide comprehensive HR support to a specific business Division. This role acts as a consultant to business leaders and is responsible for aligning business objectives by fostering a positive employee experience, promoting our culture, and ensuring compliance with HR policies and procedures
The HRBP is the front-line trusted advisor to both leaders and colleagues, providing guidance on HR matters and driving initiatives to enhance growth and profitability while establishing a great work environment.
Responsibilities
Employee Relations — Case Management & Execution
- Serve as the primary point of contact for employee relations issues, conducting fact-finding, investigations, and documentation to resolve conflicts, grievances, and performance concerns and foster a positive, inclusive work environment.
- In partnership with VP of HR manages the full employee relations case load from intake through resolution documenting findings, determining accountability action, and closing out cases accurately and on time.
- Coach and guide managers in real time through employee relations situations, accountability action, and difficult conversations, ensuring consistent, compliant, and well-documented outcomes.
- Partner with legal and senior HR leadership on complex, high-risk, or legally sensitive employee relations matters, ensuring proper escalation and thorough documentation.
- Serve as a trusted HR resource by providing responsive, high-quality support to employees and managers, explaining HR policies, procedures, and employee lifecycle processes in a clear, professional, and customer-focused manner.
HR Administration & HRIS Accuracy
- Enter and process all employee changes in the HRIS including new hires, transfers, promotions, pay changes, terminations, and personal data updates, ensuring every transaction is accurate, complete, and entered on time.
- Process employee transfers and promotions in partnership with HR Operations, Talent Acquisition, and business leaders, guiding employees and managers through internal movement by clearly communicating expectations, timelines, and required actions, and ensuring every system update is completed accurately.
- Audit employee records on an ongoing basis to catch and correct discrepancies, maintaining data integrity across the HRIS as the single source of truth for employee information.
- Prepare HR reports and analyze HRIS data to support accurate decision-making by managers and HR leadership.
- Execute employee separations — including documentation, system updates, final pay coordination, and compliance steps — ensuring they are managed professionally, accurately, and with a high level of service that protects the employee experience while maintaining compliance.
Employee Engagement
- Develop and implement initiatives to promote employee engagement, recognition, and retention. When available, administer and review Employee Satisfaction "PULSE" surveys to identify areas for improvement and enable managers to build plans that improve engagement.
Strategic Partnership & Talent Development
- Build strong, trusted relationships with regional and functional leaders to align HR execution with business goals and support talent outcomes and culture in the field.
- Identify opportunities to improve HR processes, employee relations practices, and HRIS data quality, recommending and helping implement improvements that increase accuracy and efficiency.
- Partner with leaders and the Learning & Development team to identify training needs and develop programs that enhance employee skills and knowledge, facilitating training sessions as needed.
Talent Acquisition, Onboarding & Employee Experience
- Collaborate with hiring managers and recruiting to identify staffing needs, coordinating onboarding activities with cross-functional teams to ensure a seamless Day One experience for every new employee.
- Partner with Employee Experience team to ensure ensuring onboarding steps are completed accurately and before Day One and proactively addressing gaps before they impact the experience.
HR Policy & Compliance
- Ensure compliance with HR policies, procedures, and legal requirements, keeping abreast of employment laws and regulations and recommending policy updates as needed.
- Support HR compliance audits and maintain accurate, organized employee records in accordance with company policy and regulatory requirements.
Qualifications
- Bachelor's degree in Human Resources, Business Administration, or a related field.
- 3+ years of progressive HR experience with a strong emphasis on employee relations casework and HRIS/HR administration, preferably within a retail, sales, or service organization.
- HR certification (ex: SHRM-CP, PHR), preferred
- Strong, hands-on knowledge of employee relations practices, investigation techniques, and employment laws, with the ability to apply them consistently and defensibly.
- Demonstrated experience managing an employee relations case load, including fact-finding, documentation, and issuing corrective action.
- High attention to detail and a strong commitment to data accuracy, with proven experience processing employee changes in an HRIS.
- Proficiency with HRIS systems (e.g., ADP Workforce Now), including data entry, auditing, and reporting.
- Excellent communication and interpersonal skills, with the ability to build relationships, explain HR processes, and provide exceptional customer service to employees, hiring managers, and business leaders.
- Strong problem-solving skills with the ability to anticipate needs and proactively resolve issues.
- Demonstrated ability to manage competing priorities and a high case/transaction volume while maintaining a high level of accuracy and responsiveness.
- ability to work collaboratively in a fast-paced, team-oriented environment
Our Values
- Customer First: Understand and shape customer needs, delivering distinctive value.
- Entrepreneurial Drive: Innovate and challenge the status quo to achieve growth.
- Transparency & Trust: Lead with humility, honesty, and accountability.
- People-Focused: Develop talent, build teams, and lead through collaboration.
- Results-Oriented: Drive execution and continuous improvement.
This role is critical in delivering a seamless, engaging, and high-quality employee experience —ensuring every team member feels supported, valued, and set up for success from their first interaction through every stage of their career.
Great Day Improvements is an Equal Opportunity Employer
Pay: $65,000.00 - $80,000.00 per year
Benefits:
- 401(k)
- 401(k) matching
- Dental insurance
- Health insurance
- Health savings account
- Life insurance
- Paid time off
- Vision insurance
Work Location: Hybrid remote in Cincinnati, OH 45241
