Human Resource Business Partner

About the role

The HR Business Partner II role is a strategic advisor to operations leadership, responsible for translating business strategy into actionable people strategies that drive measurable outcomes.

Responsibilities

• Drive Business-Aligned People Strategy
• Partner with operations leaders to align workforce strategy with business goals, including growth, labor efficiency, and service excellence
• Translate business priorities into people initiatives with measurable ROI
• Influence leadership decisions using data, insights, and workforce trends
• Lead Workforce Planning & Labor Optimization
• Develop and execute strategic workforce plans (headcount, structure, cost models)
• Analyze labor performance, attrition, and productivity to identify opportunities for optimization
• Partner with leaders to balance labor cost, service levels, and employee experience
• Build Leadership Capability & Talent Pipelines
• Coach and develop frontline and senior leaders to improve performance, engagement, and accountability
• Drive robust succession planning and internal mobility strategies
• Identify critical roles and accelerate readiness of future leaders
• Enable a High-Performance Culture
• Strengthen performance management practices, including goal-setting, feedback, and accountability
• Support leaders in managing low performance and recognizing high performers
• Drive initiatives that improve engagement, retention, and team effectiveness
• Leverage Data & Analytics
• Use HR analytics and dashboards to generate actionable insights on workforce trends
• Monitor key metrics (turnover, absenteeism, productivity, engagement) and recommend solutions
• Establish a data-driven approach to decision-making across the business
• Lead Employee & Labor Relations Strategy
• Serve as a trusted advisor on complex employee relations matters and risk mitigation
• Manage investigations and ensure consistent, fair, and compliant outcomes
• Partner with leadership and legal on union relationships, CBAs, and labor strategy
• Support grievance processes and escalations where applicable
• Drive Change & Organizational Effectiveness
• Lead and support organizational design, restructuring, and transformation initiatives
• Ensure leaders are equipped to navigate change effectively
• Governance, Compliance & HR Excellence
• Ensure compliance with employment laws, policies, and regulatory requirements
• Guide consistent application of HR policies and processes
• Maintain best-in-class standards in documentation, investigations, and employee lifecycle management

Qualifications

• Bachelor’s degree in Human Resources, Business, or related field
• 3+ years of progressive HR experience, including HRBP or equivalent role
• Experience in high-volume, frontline, or multi-site environments (hospitality, retail, or operations strongly preferred)
• Demonstrated ability to influence leaders and drive business outcomes
• Strong analytical skills with experience using data to inform decisions
• Experience with employee relations, labor relations, and union environments preferred
• Familiarity with HRIS platforms (Dayforce) and workforce management tools