HR Business Partner

Summary

Strongpoint Partners is a tech-enabled retirement services platform providing integrated retirement, payroll, and HR solutions to small- and mid-sized businesses. The HR Business Partner serves as a trusted advisor to leaders and employees, providing support across employee relations, performance management, talent development, workforce planning, organizational effectiveness, HR systems, and employee lifecycle processes.

Responsibilities

• Serve as a trusted HR advisor to department leaders and managers, providing guidance on employee-related matters and people strategies
• Develop strong relationships with business leaders to understand team goals, challenges, organizational needs, and workforce priorities
• Partner with leaders on organizational changes, team structure, workforce planning, and other people-related initiatives
• Provide coaching and guidance to managers on effective leadership, employee communication, performance management, and application of HR policies
• Identify trends, risks, and opportunities within assigned teams and proactively recommend solutions
• Partner with the broader People Team to ensure a consistent and effective approach to HR practices across the organization
• Provide guidance and support on employee relations matters, including performance concerns, workplace conflicts, attendance issues, and policy interpretation
• Coach managers through performance management conversations, documentation, corrective action, and other sensitive employee situations
• Conduct or support workplace investigations as appropriate, partnering with leadership and other HR stakeholders when needed
• Help managers navigate difficult employee conversations while promoting a fair, consistent, and respectful employee experience
• Monitor employee relations trends and recommend proactive strategies to address recurring issues
• Partner with leaders to identify talent needs, succession considerations, development opportunities, and retention risks
• Support performance review and talent management processes, including goal setting, calibration, and development planning
• Help managers identify opportunities to strengthen employee engagement, development, and retention
• Partner with Talent Acquisition on workforce planning, hiring needs, organizational changes, and internal talent movement
• Support onboarding and new hire integration from a manager and employee experience perspective, ensuring new hires are effectively integrated into their teams
• Provide HR guidance throughout the employee lifecycle, including onboarding, promotions, transfers, compensation changes, leaves, performance management, and offboarding
• Partner with HR Operations to ensure employee changes and HR transactions are accurately reflected in Dayforce and other HR systems
• Review and approve employee changes as appropriate, ensuring alignment with company policies and established processes
• Support organizational changes, including restructures, team transitions, and changes in reporting relationships
• Partner with managers and employees to resolve questions and navigate HR processes effectively
• Utilize Dayforce and other HR systems to access employee data, analyze workforce trends, and support business decisions
• Partner with HR Operations to ensure employee data is accurate and HR transactions are completed appropriately and timely
• Leverage HRIS reporting and dashboards to provide leaders with meaningful workforce insights
• Identify trends in areas such as turnover, headcount, performance, compensation, and employee demographics and translate data into actionable recommendations
• Partner with HR Operations and other stakeholders on HRIS enhancements, process improvements, and system implementations as needed
• Partner with leaders and employees to provide guidance and education regarding compensation practices, benefits, leave programs, and HR policies
• Support compensation review processes, including promotions, salary adjustments, and other employee changes
• Partner with the People Team to ensure policies and practices are applied consistently and appropriately
• Stay informed on employment regulations and HR best practices and help ensure HR practices remain compliant
• Partner with leaders to assess employee engagement, team dynamics, and organizational effectiveness
• Help develop and implement initiatives designed to improve employee engagement, retention, communication, and culture
• Analyze employee feedback and workforce data to identify opportunities for improvement
• Support company-wide People initiatives and help translate broader HR strategies into practical solutions for individual teams
• Serve as an advocate for a positive, inclusive, and consistent employee experience

Skills

• Bachelor's degree in Human Resources, Business Administration, or a related field, (or equivalent work experience)
• 4+ years of progressive HR experience, with experience providing HR support or partnership to managers and employees
• Demonstrated experience advising managers on employee relations, performance management, and HR policies and practices
• Strong interpersonal and relationship-building skills, with the ability to establish credibility and trust with leaders and employees
• Strong judgment and discretion when handling confidential and sensitive employee matters
• Ability to manage multiple priorities, work independently, and operate effectively in a fast-paced environment
• Strong written and verbal communication skills
• Proficiency in Microsoft Office Suite, particularly Excel
• Experience working in an HR Business Partner, HR Generalist, or similar consultative HR role
• Experience supporting organizational change, workforce planning, talent management, or employee engagement initiatives
• Experience with Dayforce (Ceridian) or another HCM/HRIS platform
• Experience using HR data, reporting, and analytics to identify trends and support business decisions
• Familiarity with employment laws, wage & hour requirements, and general HR compliance
• PHR, SHRM-CP, SHRM-SCP, or other relevant HR certification

Qualifications

Must Haves

• Bachelor's degree in Human Resources, Business Administration, or a related field, (or equivalent work experience)
• 4+ years of progressive HR experience, with experience providing HR support or partnership to managers and employees
• Demonstrated experience advising managers on employee relations, performance management, and HR policies and practices
• Strong interpersonal and relationship-building skills, with the ability to establish credibility and trust with leaders and employees
• Strong judgment and discretion when handling confidential and sensitive employee matters
• Ability to manage multiple priorities, work independently, and operate effectively in a fast-paced environment
• Strong written and verbal communication skills
• Proficiency in Microsoft Office Suite, particularly Excel

Nice to Haves

• Experience working in an HR Business Partner, HR Generalist, or similar consultative HR role
• Experience supporting organizational change, workforce planning, talent management, or employee engagement initiatives
• Experience with Dayforce (Ceridian) or another HCM/HRIS platform
• Experience using HR data, reporting, and analytics to identify trends and support business decisions
• Familiarity with employment laws, wage & hour requirements, and general HR compliance
• PHR, SHRM-CP, SHRM-SCP, or other relevant HR certification

Benefits

• Hybrid and remote options available for many roles.
• Competitive paid time off, including flexible & unlimited options.
• A culture that values diversity, collaboration, and respect.
• Support for ongoing learning and career development.
• Health, dental, vision, life, and disability coverage.
• Incentive bonus programs.
• Flexible hours.
• Specific benefits and programs may vary by partner and position.