The HR Business Partner is an early HR hire responsible for strategic HR delivery across multiple operating entities nationwide, building infrastructure and playbooks while partnering with regional supervisors, directors, and executive leadership to scale people operations.

Responsibilities

Serve as the first point of contact for employee relations across all entities, handling inquiries, documenting issues, and escalating when needed.
Coach regional supervisors and directors through performance management, corrective actions, and difficult conversations to prevent costly problems.
Analyze ER trends across entities and present data-backed recommendations to leadership on policy, culture, and risk.
Support structured offboarding processes, including exit interviews, trend analysis, and retention insight reporting.
Provide consistent coaching and partnership to managers and leaders at all levels across entities.
Develop manager capability in delivering feedback, conducting performance conversations, and leading teams through structured coaching and just-in-time support.
Design and deliver practical training on HR fundamentals, management best practices, and policy application.
Identify leadership gaps using data and collaborate with the Sr. Director to build scalable, repeatable solutions.
Offer direct HR partnership to senior leaders and executives with speed, discretion, and sound judgment on sensitive matters.
Prepare and present people analytics and workforce data for leadership reviews and strategic planning cycles.
Advise on organization design, workforce restructuring, and change management during growth and acquisitions.
Translate executive priorities into actionable, measurable people strategies spanning all entities.
Own multi-state compliance across wage and hour, leave laws, garnishments, and state-specific requirements across 45+ states.
Monitor regulatory changes and update policies, handbooks, and internal communications ahead of enforcement.
Build and standardize policy frameworks from scratch, harmonizing application while preserving necessary local variation.
Maintain accurate employee records and support audits, reporting, and compliance requirements.
Design and document HR processes, SOPs, and playbooks to scale with the organization.
Identify gaps in people operations workflows and implement structured, repeatable solutions to reduce friction.
Establish consistent onboarding, offboarding, and performance management frameworks across entities.
Partner with the Sr. Director to grow a people operations function that supports growth through acquisitions and organic expansion.
Embed with regional leaders nationwide to understand workforce dynamics and translate them into HR actions.
Leverage headcount trends, turnover analytics, and engagement signals to inform decisions and flag risks.
Support post-acquisition workforce integration by harmonizing policies and onboarding new teams into Intelvio’s infrastructure.
Contribute to cross-entity initiatives in benefits, compensation benchmarking, workforce planning, and system improvements.
Collaborate with talent acquisition and regional directors to align on open roles, team fit, and hiring timelines.
Lead full-cycle recruiting for high-priority or hard-to-fill roles from intake to offer.
Facilitate onboarding transitions from offer acceptance through the first 90 days with seamless handoffs.
Manage onboarding workflows in Rippling across entities, including offer letters, I-9 completion, and first-day readiness.
Maintain HRIS data accuracy across all entities and drive Rippling automation and reporting for real-time visibility.
Serve as an internal Rippling resource for manager and employee questions across the organization.

Requirements

3 to 5 years of HR generalist or HRBP experience, ideally in a multi-site, multi-state, or multi-entity setup.
Proven track record building HR processes, policies, or infrastructure from the ground up.
Hands-on experience with Rippling (HRIS, workflows, and reporting).
Working knowledge of multi-state employment law and when to dig deeper.
Experience handling employee relations with professionalism, discretion, and sound judgment.
History coaching managers and developing leadership capability across levels.
Data-driven mindset comfortable pulling, interpreting, and presenting workforce analytics.
Experience supporting or partnering with senior and executive leaders.
Full-cycle recruiting experience across diverse roles and levels.
Strong written and verbal communication; clear, warm, and approachable tone.
Thrives in ambiguity and capable of building structure where a formal playbook is not yet in place.

Technologies

Rippling

Benefits

401(k)
Dental insurance
Employee assistance program
Health insurance
Health savings account
Life insurance
Paid time off
Parental leave
Retirement plan
Vision insurance

Preferred

Experience as an early or first HR hire at a scaling organization.

Core Competencies

Strategic Thinking & Execution
Builder’s Mindset & Process Development
Data-Driven Decision Making
Employee Relations Judgment
Ownership Mindset
People Management Coaching
Executive Presence & Partnership
Multi-State Compliance Fluency
Cross-Functional Collaboration
Results Orientation

Success Metrics (KPIs)

ER case resolution time and quality of outcomes
Zero compliance gaps across 45+ states
Number of HR processes, SOPs, and frameworks deployed in 90–180 days
Frequency and quality of workforce analytics delivered to leadership
Manager satisfaction and improvements in people management outcomes
New hire 90-day onboarding readiness and completion rates
Rippling data accuracy and automation coverage
Regional supervisor and director satisfaction with HR partnership
Time-to-fill and offer acceptance rates for direct-recruited roles
Post-acquisition workforce integration milestones

What success looks like in this role

Within 6 to 12 months, the HR Business Partner will establish core HR processes and documentation, becoming a trusted partner for regional leaders nationwide. Employee relations cases will be resolved swiftly and judiciously, compliance will stay ahead of changes, and people data will be consistently available to inform decisions.

Pay

Salary: $70,000 - $90,000 per year

Work Location

Location: Lindon, UT (onsite). This position is in person.

Human Resources Business Partner

Job Description