Human Resources Business Partner

Accountabilities

HR Business Partnership: Serve as a trusted advisor to managers, employees, and client leaders across multiple locations, business units, and client accounts, providing practical guidance aligned with organizational objectives and workforce needs.
Employee Relations: Advise on performance management, workplace concerns, policy interpretation, and employee relations matters. Support investigations, prepare appropriate documentation, recommend corrective actions, and facilitate fair resolutions while escalating complex issues when necessary.
Employee Lifecycle Management: Support key HR processes, including onboarding, offboarding, leave administration, benefits coordination, and ongoing employee support, ensuring a consistent and positive employee experience.
Employment Law and Compliance: Maintain compliance with applicable federal, state, and local employment regulations across multiple jurisdictions. Apply relevant requirements for government contracting environments, including the Service Contract Act and Davis-Bacon Act.
Cross-Functional Collaboration: Partner with payroll, benefits, talent acquisition, and other HR functions to coordinate services, resolve employee concerns, and deliver efficient HR support.
HR Policies and Programs: Contribute to the development and implementation of HR policies, procedures, employee programs, and organizational initiatives. Communicate policy updates and support change management efforts.
Process Improvement: Identify opportunities to streamline HR operations, improve documentation, standardize workflows, and enhance the delivery of HR services across distributed teams and client organizations.
Remote Relationship Management: Build and maintain strong working relationships with geographically dispersed employees, managers, and stakeholders through effective virtual communication and collaboration.
Culturally Responsive HR Support: Where applicable, support Tribal Nations, tribal entities, and Native-owned businesses by developing trusted relationships and delivering culturally informed HR guidance that respects tribal sovereignty and governance structures.
HR Operations and Reporting: Use HR information systems and Microsoft Office 365 tools to maintain accurate records, organize documentation, coordinate HR activities, and support effective workforce administration.
Requirements
Professional Experience: At least 7 years of progressive HR experience in HR generalist, HR business partner, client service, or HR consulting roles.
Education and Certifications: A bachelor's degree in Human Resources, Business Administration, or a related field is preferred. An active SHRM-CP, PHR, or equivalent HR certification is required.
Government Contracting Expertise: Previous experience in the government contracting industry is required, including knowledge of or exposure to the Service Contract Act and the Davis-Bacon Act.
Multi-Location HR Experience: Demonstrated experience supporting geographically dispersed employees, multiple business locations, and/or multiple client organizations in a remote or distributed environment.
Employment Law and Compliance: Strong knowledge of federal, state, and local employment laws, employee relations practices, HR compliance requirements, and established HR standards.
Consultative Partnership Skills: Proven ability to advise managers and leaders, understand business needs, provide responsive HR guidance, and balance employee advocacy with organizational priorities.
Employee Relations Expertise: Experience handling workplace investigations, performance concerns, corrective actions, employee documentation, and sensitive personnel matters with discretion and sound judgment.
Preferred Tribal and Native-Owned Business Experience: Experience supporting Tribal Nations, tribal entities, or Native-owned businesses in HR, consulting, or business partnership roles is strongly preferred. Candidates should demonstrate cultural awareness and the ability to build trusted relationships while respecting tribal sovereignty and governance structures.
Communication and Relationship Building: Excellent written and verbal communication skills, with the ability to facilitate discussions, explain complex HR matters clearly, and build effective relationships across different organizational levels.
Organization and Prioritization: Strong organizational skills, attention to detail, and the ability to manage competing priorities independently in a fast-paced environment.
Technology Proficiency: Familiarity with HR information systems (HRIS) and proficiency in Microsoft Office 365 applications.
Professional Judgment and Adaptability: The ability to handle confidential information responsibly, exercise sound judgment, navigate ambiguity, and adapt to varying HR delivery models, including internal HR partnership, generalist support, and client-facing consulting.
Benefits
Competitive compensation: Annual salary ranging from $75,000 to $90,000, paid as a W-2 employee.
Remote work flexibility: Fully remote position with minimal business travel requirements.
Professional development: Opportunities to collaborate with experienced HR managers and expand expertise across HR business partnership, generalist operations, and consulting.
Broad professional exposure: The opportunity to support diverse employee populations, multiple locations, and different organizational environments.
Meaningful impact: A role focused on improving employee experiences, strengthening workplace practices, and helping organizations navigate complex HR challenges.
Inclusive work environment: A commitment to diversity, equity, equal employment opportunity, and a collaborative culture where employees are encouraged to contribute authentically.
Accessibility and accommodation: A commitment to providing reasonable accommodations for individuals with disabilities throughout the employment process.