HR Business Partner

The HR Business Partner (HRBP) serves as a strategic, relationship-driven partner to leaders and employees. This role is primarily assigned to the Operations and Litigation Technology (Lit Tech) business lines, while also assisting with assigned HR matters across the entire company. The HRBP owns employee relations and workplace investigations company-wide, guides managers through performance and compensation decisions, and partners with assigned leadership teams on workforce planning and organizational design. The ideal candidate exercises excellent judgment and discretion, communicates confidently with leaders at all levels, and is comfortable balancing a dedicated client group with company-wide responsibilities.

ESSENTIAL JOB RESPONSIBILITIES:

Recruiting, Onboarding & Offboarding

• Facilitate HR screening interviews for supervisor-level positions and higher, and provide recruiting relief to rest of team during periods of high volume hiring.
• Remain up to date on industry trends and talent acquisition best practices, and make recommendations accordingly to management on how to best maintain, enhance, and improve department strategies and workflows.
• Conduct market compensation research as needed, and assist assigned business groups in compensation ranges and offer negotiation recommendations.
• Conduct exit interviews for managerial offboarding as assigned.

Business Partnerships

• Serve as the primary HR partner to Operations and Lit Tech leaders and employees, providing day-to-day guidance on people matters, policy interpretation, and team dynamics.
• Serve as an available HR resource to Operations and Lit Tech leadership on workforce planning, organizational design, and headcount questions.
• Support Operations and Lit Tech hiring processes with HR expertise, including but not limited to: compliance guidance, job description support, and market or policy input.
• Partner with assigned business lines on strategies to reduce turnover, improve engagement, and share workforce-trend data and insights to assist leaders with people management and planning.
• Seek out opportunities to strengthen HR’s role and value in workforce planning and hiring within assigned business lines.

Employee Relations & Investigations

• Serve as the primary owner of employee relations matters and workplace investigations within assigned business lines, coaching managers through performance and conduct concerns and determining appropriate resolutions.
• Manage the disciplinary process for escalated or complex matters within these business lines, including performance improvement plans and involuntary terminations, partnering with the Senior HR Operations Specialist (Operations) or HR Coordinator (Lit Tech) on administrative execution.
• Assist the HR Coordinator in administering unemployment claims arising from Lit Tech and Operations separations: advise on questions related to company response to state agency requests, ensure accurate separation documentation, and accurately represent the company in contested claims.
• Escalate high-risk, legally sensitive, or leadership-level matters to supervisor.

Performance & Compensation Guidelines

• Guide Operations and Lit Tech managers through performance and disciplinary conversations, including guidance and review as needed during the annual performance review cycle.
• Advise managers on compensation decisions (merit increases, promotions, etc.) for their teams within approved salary bands, partnering with HR and Finance management on final approval.

Company-wide HR Support

• Provide backup HR support across all departmental responsibilities as needed.
• Contribute to digital automation and continuous improvement of HR processes and systems, factoring in current industry best practices and innovative ideas.
• Perform additional HR duties as assigned.

Compliance

• Ensure consistent, compliant application of company policy, particularly within the Operations and Lit Tech business lines.
• Support workplace investigations or complaints related to harassment, discrimination, or safety complaints within assigned business lines, partnering with supervisor on legally sensitive or notably complex matters.
• Support HR compliance initiatives as assigned.

Compensation & Benefits

• $85,000 - $100,000 annual base compensation, commensurate with experience
• Bonus-eligible
• Medical, Dental, Vision, Disability, Life, HSA, DCFSA, HCFSA, 401(k), PTO, Maternity Leave