Human Resource Business Partner

Human Resource Business Partner About the job

With exceptional customer focus in mind, we provide a variety of services across two major sectors – the telecommunications and supply chain industries. Despite our different backgrounds and aspirations, our people all have one thing in common:
We care deeply about helping our customers simplify their most complex challenges to meet the demands of a fast-paced world.

Whether you want to perfect your craft or advance your career, we offer competitive pay, comprehensive benefits, and an opportunity to work with like-minded innovators, doers, and problem-solvers. Unlike other companies, we're big enough to work with household names, yet agile enough to give our employees the support and collaboration they need to deliver excellence every day.

• Quality-driven – Trusted resources, providing quality services without question.
• Team-oriented – Collaborative and cohesive, demonstrating relationships matter.
• Innovative – Providing solutions and critical thinking, with an innovative approach.

• Hybrid Flexibility
• Comprehensive benefits package, including but not limited to medical, dental, vision, and life
• Medical and Dependent Care Flexible Spending Accounts (FSA)
• 401K Retirement with Company Match
• Paid Time Off
• Cellphone Reimbursement
• Career advancement opportunities
• Continuous training and personal development opportunities
• A quality Employee Recognition Program

The HR Business Partner (HRBP) supporting Field Operations serves as a strategic advisor and hands‑on partner to operational leaders across assigned regions. This role drives workforce effectiveness, ensures regulatory compliance, strengthens the employee experience, and aligns all HR initiatives with business goals. The HRBP provides both strategic guidance and day‑to‑day HR support for field teams in a fast‑paced, high‑growth telecommunications environment.

• Build strong relationships with field leadership to understand operational challenges and align HR support with business goals.
• Advise leaders on workforce planning, organizational design, and talent strategies.
• Serve as a trusted partner for coaching, employee relations guidance, and decision‑making support.
• Conduct research and analysis of organizational trends including review of reports and metrics from the organization’s human resource information system (HRIS) or talent management system.

• Lead the Performance Management Process, including goal setting, mid‑year reviews, annual evaluations, and development planning.
• Conduct coaching conversations with leaders to ensure fair and consistent performance standards.
• Facilitate Training & Development Initiatives, including leadership development, skills enhancement, and compliance training.
• Manage Exit Interviews and analyze trends to drive improvements in retention and employee experience.

• Conduct and document HR Investigations, ensuring thoroughness, neutrality, and timely resolution.
• Partner with Legal and VP of HR on Legal Matters affecting the assigned vertical, ensuring decisions mitigate risk and align with policy and labor laws.
• Ensure compliance with HR Compliance & labor laws, including federal, state, and local regulations.
• Maintain and update Employee Handbook policies.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to field and upper management.

• Manage HRIS processes for field employees, including employee changes, data accuracy, reporting, and workflow optimization.
• Oversee Employee Changes & Payroll Adjustments, ensuring accuracy and timely submission.
• Support Budget Management for the assigned vertical, including headcount tracking, labor allocation, and forecasting.
• Lead Operating Procedure Documentation for HR processes that impact field teams.

• Manage Workers’ Compensation (WC) claims, partnering…