HR Business Partner

The HR Business Partner (HRBP) serves as a strategic, relationship‑driven partner to leaders and employees, primarily for the Operations and Litigation Technology (Lit Tech) business lines while also assisting with company‑wide HR matters. The HRBP owns employee relations and workplace investigations, guides managers through performance and compensation decisions, and partners with leadership on workforce planning and organizational design.

Essential Job Responsibilities

• Recruiting, Onboarding & Offboarding – Facilitate HR screening interviews for supervisor‑level positions and higher, and provide recruiting relief to the rest of the team during periods of high‑volume hiring. Remain up to date on industry trends and talent acquisition best practices, and make recommendations to management on how to maintain, enhance, and improve department strategies and workflows. Conduct market compensation research as needed, and assist assigned business groups with compensation ranges and offer‑negotiation recommendations. Conduct exit interviews for managerial off‑boarding 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. Act as an available HR resource on workforce planning, organizational design, and headcount questions. Support hiring processes with 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. Seek opportunities to strengthen HR’s role and value in workforce planning and hiring.
• Employee Relations & Investigations – Own 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, 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, advise on state‑agency requests, ensure accurate separation documentation, and represent the company in contested claims. Escalate high‑risk, legally sensitive, or leadership‑level matters to a supervisor.
• Performance & Compensation Guidelines – Guide Operations and Lit Tech managers through performance and disciplinary conversations, including review during the annual performance‑review cycle. Advise managers on compensation decisions (merit increases, promotions, etc.) within approved salary bands, partnering with HR and Finance management for 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, incorporating industry best practices and innovative ideas. Perform additional HR duties as assigned.
• Compliance – Ensure consistent, compliant application of company policy, particularly within Operations and Lit Tech. Support workplace investigations or complaints related to harassment, discrimination, or safety, partnering with a supervisor on legally sensitive or complex matters. Support HR compliance initiatives as assigned.

Compensation & Benefits

Annual base compensation $85,000 – $100,000, commensurate with experience. Bonus‑eligible.

• Medical, Dental, Vision, Disability, Life insurance
• Health Savings Account (HSA), Dependent Care FSA (DCFSA), Health Care FSA (HCFSA)
• 401(k) retirement plan
• Paid Time Off (PTO)
• Maternity Leave

Requirements

• 5+ years of HR business partner or generalist experience with direct ownership of employee relations and workplace investigations, supporting a 200+ employee workforce or multi‑team groups.
• Strong coaching, consulting, and conflict‑resolution skills with people leaders.
• Working knowledge of applicable federal and state employment law.
• Excellent judgment and discretion handling highly confidential and sensitive matters.
• Proven ability to work effectively in a remote setting.
• Proficiency with Paylocity or similar HRIS/payroll systems.
• Proficient in Microsoft Office Suite; strong Excel skills required.
• Bachelor’s degree in Human Resources, Business Administration, or a related field preferred.
• SHRM‑CP or PHR certification preferred.
• Experience partnering with operations or other client‑facing teams, ideally within a legal services environment (or adjacent industry) preferred.