Grow People Business Partner (HRBP)

About the role

The Grow People Business Partner (HR Business Partner) is a broad, hands-on role responsible for key people operations across the U.S. associate lifecycle. This position owns several core HR processes, including offboarding, leave and accommodation administration, workers’ compensation, associate relations, employment compliance, the Associate Handbook, and standard operating procedures. The HR Business Partner also serves as the primary U.S. liaison for cross-border people matters involving Krause Group’s operations in Italy and Portugal.

Responsibilities

• Lead the U.S. offboarding process from start to finish, including exit logistics, required documentation, and exit interviews.
• Identify and report offboarding trends and themes to Grow People leadership.
• Maintain and periodically review the Associate Handbook, coordinating legal review and the communication and rollout of updates.
• Serve as a backup for payroll and benefits administration, including providing support during annual open enrollment and other peak periods.
• Administer leave-of-absence and workplace accommodation processes from intake through return to work, including matters covered by the Family and Medical Leave Act, Americans with Disabilities Act, and applicable state laws.
• Partner with third-party administrators, legal counsel, and other resources on complex or extended leave and accommodation cases.
• Career development and process ownership:
  • Support talent management processes, including performance review cycles, talent calibration, succession planning, and development goal tracking.
  • Help coordinate internship programming across Krause Group’s U.S. and international operations.
  • Owning and maintaining the Grow People standard operating procedure library, including documentation standards and the master review plan.
  • Identify missing, inconsistent, or outdated process documentation and coordinate necessary updates.
• Global mobility, immigration and international HR support:
  • Coordinate U.S.-based employment immigration matters with outside immigration counsel, including H-1B, L-1, TN, permanent residency, and similar cases.
  • Maintain accurate immigration records and monitor important filing and renewal deadlines.
  • Support the development and administration of international assignment policies and processes, including relocation, tax equalization, and payroll coordination.
  • Career development and process ownership:
    • Support talent management processes, including performance review cycles, talent calibration, succession planning, and development goal tracking.
    • Help coordinate internship programming across Krause Group’s U.S. and international operations.
    • Owning and maintaining the Grow People standard operating procedure library, including documentation standards and the master review plan.
    • Identify missing, inconsistent, or outdated process documentation and coordinate necessary updates.
• Associate Relations and Employment Compliance:
  • Manage associate relations matters and conduct or coordinate workplace investigations.
  • Partner with legal counsel on complex or higher-risk associate relations matters.
  • Coach leaders and managers on consistent policy interpretation and application.
  • Monitor federal, state, and local employment law developments and recommend updates to policies and practices as needed.
  • Support employment compliance, required recordkeeping, and audit readiness, including Form I-9 documentation, workplace postings, and leave-related records.
• Culture, Recognition, Retention and Communications:
  • Administer associate recognition and service award programs and recommend improvements that align with Krause Group’s values.
  • Coordinate the administration of associate culture and engagement surveys.
  • Partner with Grow People leadership to analyze survey results and support the development and tracking of action plans.
  • Develop and coordinate associate communications related to policies, programs, benefits, engagement initiatives, and other Grow People priorities.
  • Support the development of retention practices and recommendations by identifying and organizing relevant workforce trends and feedback.
• Project and Stakeholder Coordination:
  • Manage multiple Grow People projects simultaneously, maintaining clear timelines, approvals, responsibilities, and status updates.
  • Career development and process ownership:
    • Support talent management processes, including performance review cycles, talent calibration, succession planning, and development goal tracking.
    • Help coordinate internship programming across Krause Group’s U.S. and international operations.
    • Owning and maintaining the Grow People standard operating procedure library, including documentation standards and the master review plan.
    • Identify missing, inconsistent, or outdated process documentation and coordinate necessary updates.
  • Other duties as assigned.

  Requirements

  • Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent combination of education and experience.
  • 5+ years of progressive HR generalist/HRBP experience with demonstrated ownership of end-to-end processes (not just task support).
  • Working knowledge of leave-of-absence, accommodation, and workers’ compensation frameworks (FMLA, ADA, state workers' comp and leave laws).
  • Direct or supporting experience with U.S. employment-based immigration processes (H-1B, L-1, TN, PERM, or similar) and working with outside immigration counsel strongly preferred.
  • Experience supporting or designing international assignment programs (shadow payroll, tax equalization, relocation policy) preferred; exposure to multi-country organizations a plus.
  • Experience conducting or coordinating workplace investigations.
  • Experience owning policy documents (e.g., handbooks) and process documentation/SOPs.
  • Experience supporting engagement/culture survey administration and associate communications a plus.
  • Proficiency with HRIS platforms and Microsoft Office (Word, Excel, PowerPoint, Outlook); Microsoft 365/Copilot experience a plus.
  • PURPOSE OF THE ROLE
    • Enhance the way people experience the world.
  • MISSION OF THE ROLE
    • Create opportunities to do good in the world.
  • VALUES OF THE ROLE
    • Agility – Challenge the status quo with open minds, flexibility, and speed. We are comfortable being uncomfortable. We view change as opportunity.
    • Courage – Take risks. Innovate. Win or learn. Push limits, disrupt norms, and define our own path.
    • Growth Mindset – Build an organization and legacy that will outlive us. Continuously learn. There is no final destination, only the journey to be better than we were yesterday.
    • Inclusion – Seek and welcome alternative points of view. Diverse perspectives improve decision-making and make us all more successful.
    • Integrity – Do the right thing, even when it's difficult. Take accountability.
    • Community Focused – Commit to positively impacting our communities, stakeholders, and associates. Do good and encourage others to join us.

    Qualifications

    • High degree of discretion and sound judgment in handling confidential and sensitive information across a wide range of HR matters.
    • Strong written and verbal communication skills, including drafting associate-facing communications and policy documents.
    • Excellent organizational and process-design skills; able to build and maintain documentation systems (SOPs, handbook) as well as manage multiple concurrent cases and deadlines.
    • Sound problem-solving and decision-making ability; knows when to resolve independently versus escalate.
    • Comfortable operating across a fast-paced, multi-vertical organization spanning corporate, soccer, wine, hospitality, and real estate, including cross-border coordination with Italy and Portugal.
    • Skilled at building trust and working cross-functionally with associates, leaders, vendors, outside counsel, and international HR counterparts.
    • Facilitation skills for training delivery and talent management processes.
    • Data literacy sufficient to support survey analysis and translate retention/engagement data into recommendations.

    Skills and Competencies

    • High degree of discretion and sound judgment in handling confidential and sensitive information across a wide range of HR matters.
    • Strong written and verbal communication skills, including drafting associate-facing communications and policy documents.
    • Excellent organizational and process-design skills; able to build and maintain documentation systems (SOPs, handbook) as well as manage multiple concurrent cases and deadlines.
    • Sound problem-solving and decision-making ability; knows when to resolve independently versus escalate.
    • Comfortable operating across a fast-paced, multi-vertical organization spanning corporate, soccer, wine, hospitality, and real estate, including cross-border coordination with Italy and Portugal.
    • Skilled at building trust and working cross-functionally with associates, leaders, vendors, outside counsel, and international HR counterparts.
    • Facilitation skills for training delivery and talent management processes.
    • Data literacy sufficient to support survey analysis and translate retention/engagement data into recommendations.

    Benefits

    Not specified.

    Pay

    Not specified.

    Schedule

    Not specified.

    Company

    Krause Group

    Krause Group Purpose

    • Enhance the way people experience the world.

    Krause Group Mission

    • Create opportunities to do good in the world.

    Krause Group Values

    • Agility – Challenge the status quo with open minds, flexibility, and speed. We are comfortable being uncomfortable. We view change as opportunity.
    • Courage – Take risks. Innovate. Win or learn. Push limits, disrupt norms, and define our own path.
    • Growth Mindset – Build an organization and legacy that will outlive us. Continuously learn. There is no final destination, only the journey to be better than we were yesterday.
    • Inclusion – Seek and welcome alternative points of view. Diverse perspectives improve decision-making and make us all more successful.
    • Integrity – Do the right thing, even when it's difficult. Take accountability.
    • Community Focused – Commit to positively impacting our communities, stakeholders, and associates. Do good and encourage others to join us.