Human Resources Business Partner

Lexington, KY, US, 40514 Louisville, KY, US, 40222

Property:
Twin Spires

Pay Range: 60,

Twin Spires is the premier online horse racing wagering platform in the United States. Twin Spires is owned and operated by Churchill Downs, Inc., and is the official online betting partner of the Kentucky Derby, bringing you more than 148 years of wagering experience. Players can wager through the Twin Spires desktop, mobile, and app-based advance-deposit wagering platforms as well as at retail locations and race tracks across the country.

The HR Business Partner serves as an on-site consultant to leaders and employees at Twin Spires, providing visible, day-to-day support for employee relations, investigations, ADA/leave coordination, staffing and onboarding, training, and policy/compliance. Partnering closely with operations, the HRBP coaches managers, guides performance and compensation decisions, and drives engagement and inclusion initiatives. Using people analytics, the HRBP identifies trends and recommends actions that strengthen culture, retention, and operational results.

• Strategic partnership & workforce planning:
  Consult with leaders on org design, headcount planning, succession planning, and skills gaps; use people data to recommend actions that advance business goals.
• Manager coaching & performance enablement:
  Coach leaders on goal setting, feedback, documentation, and consistent application of performance processes; guide corrective action and PIPs aligned with policy and law.
• Employee relations & investigations:
  Lead prompt, impartial investigations; document findings; recommend fair, consistent outcomes; mitigate risk in alignment with EEO, anti-retaliation, and company policy.
• ADA interactive process & leaves:
  Facilitate the ADA interactive process (analyze essential functions, gather relevant documentation, evaluate reasonable accommodations, track effectiveness). Coordinate FMLA, state/local leaves, and workers’ comp with benefits/LOA administrators; ensure timely notices and confidentiality.
• Recruitment:
  Partner with hiring managers on requisitions, interview calibration, selection, and offers; ensure compliant, inclusive hiring practices and high-quality, market-aligned job postings.
• Compensation & rewards guidance:
  Advise on offers, promotions, internal equity, and partner with HR Director on range placement and adjustments.
• Policy, compliance & training:
  Interpret and communicate HR policies and legal requirements (Title VII, ADA/ADAAA, FMLA, FLSA, state/local); deliver manager training (e.g., anti-harassment, documentation, accommodation duties).
• Engagement, culture:
  Drive survey action plans, recognition, and initiatives that build a respectful, high-trust culture.
• HR analytics & reporting:
  Monitor KPIs (turnover, time-to-fill, engagement, ER trends); translate insights into actions and measure outcomes.
• Other duties as assigned consistent with the role’s purpose.

• Communication & Influence:
  Exceptional written and verbal communication, including clear investigation summaries, policy guidance, and manager coaching; able to influence without authority and tailor messages to diverse audiences.
• Employee Relations & Investigations:
  Demonstrated skill conducting prompt, impartial investigations; evaluating evidence; documenting findings; and recommending consistent outcomes while guarding against retaliation.
• ADA / Leave Expertise:
  Working knowledge of ADA/ADAAA and the interactive process (analyzing essential functions, evaluating reasonable accommodations, tracking effectiveness). Coordination familiarity with FMLA, state/local leaves, and workers’ compensation.
• Employment Law Literacy:
  Practical understanding of Title VII, FLSA (wage/hour), EEO, I-9/E-Verify, and applicable state/local laws; ability to interpret and apply policy and legal requirements in real scenarios (union/NLRA awareness if applicable).
• Manager Coaching & Performance Enablement:
  Ability to coach leaders on feedback, documentation, corrective action, and performance improvement plans; promotes fair, consistent application of standards.
• Compensation…