Human Resources Business Partner

i2G specializes in advanced physical electronic security and life safety solutions, with proven experience in surveillance, access control, intrusion detection, biometrics, fence sensors, radars, ground sensors, anti‑drone technologies, and more. The company excels in design, project management, commissioning, and enterprise technology integrations. This position is fully remote for candidates located in the Central or Mountain Time Zones, with occasional travel to support Central and West Coast offices. Preference will be given to candidates within reasonable proximity to an office location.

About the role

The HR Business Partner serves as a trusted people partner to leaders and managers across assigned areas of the business, connecting i2G’s people strategy with the operational needs of a growing organization. The role involves understanding the business, anticipating workforce needs, strengthening manager capability, developing and retaining talent, navigating employee matters, and ensuring people decisions support both the employee experience and business objectives. Success requires strong judgment, curiosity, accountability, and a willingness to get close to the work, including coaching managers through difficult conversations, reviewing workforce trends, supporting hiring decisions, and participating in planning discussions.

Responsibilities

• Business & People Partnership
  • Serve as the primary HR partner to an assigned group of leaders, managers, and departments, building a strong understanding of their teams, operations, priorities, and workforce needs.
  • Build relationships that allow HR to be involved early in business decisions.
  • Participate in workforce, project, organizational, and budget planning conversations where people impacts should be considered.
  • Translate business priorities into practical people strategies and actions in partnership with HR leadership.
  • Use workforce data (turnover, headcount, vacancies, hiring trends, performance, etc.) to identify risks and opportunities.
  • Proactively bring forward trends, concerns, and recommendations.
  • Balance the needs of employees, leaders, and the organization while applying sound judgment and consistent HR practices.
• Talent Management & Workforce Planning
  • Partner with leaders to understand current and future workforce needs, including staffing levels, critical skills, talent gaps, promotion readiness, succession needs, and organizational capacity.
  • Maintain visibility into talent across assigned groups and help leaders identify high‑performing employees, emerging talent, development needs, and retention risks.
  • Collaborate closely with Talent Acquisition and external recruiting partners to align hiring priorities and candidate profiles with evolving business needs.
  • Support a consistent, effective hiring process, including role definition, interview structure, candidate evaluation, selection, and candidate experience.
  • Coach managers on interviewing, candidate assessment, selection decisions, and effective workforce planning.
  • Challenge hiring assumptions when appropriate and help leaders distinguish between immediate staffing needs and longer‑term organizational needs.
  • Support workforce pipeline programs such as apprenticeship, skilled‑trades, educational, community, and industry partnerships.
  • Support onboarding and early employee integration to ensure new hires are positioned for success beyond offer acceptance.
• Performance, Development & Accountability
  • Drive consistent execution of i2G’s performance management process across assigned business groups, including quarterly check‑ins, goal setting, development conversations, and formal performance actions.
  • Hold managers accountable for completing meaningful and timely performance conversations.
  • Coach managers on setting expectations, providing feedback, documenting performance, and addressing concerns early.
  • Identify performance trends across teams and partner with leaders to address broader patterns before they become larger issues.
  • Help identify high‑potential employees, development opportunities, promotion readiness, and succession considerations.
  • Partner with HR leadership to strengthen the connection between performance, development, recognition, and organizational outcomes.
  • Support managers in creating clear development plans and meaningful growth opportunities for employees.
• Employee Relations & Risk Management
  • Serve as the first HR point of contact for employee relations matters within assigned business groups.
  • Coach managers through employee concerns, conflict, attendance, performance, conduct, and other workplace matters with an emphasis on timely and consistent resolution.
  • Conduct workplace investigations and ensure findings, documentation, and follow‑up actions are thorough, objective, and appropriately documented.
  • Recognize when issues require escalation to HR leadership or other partners.
  • Identify recurring employee relations trends and recommend broader solutions when an issue extends beyond an individual employee or manager.
  • Apply company policies and employment practices consistently while exercising thoughtful judgment when needed.
  • Support a culture of accountability, empathy, collaboration, and no‑blame problem solving.
• Manager & Organizational Development
  • Build manager capability by coaching leaders through real business and people situations.
  • Help managers strengthen communication, accountability, employee development, performance management, and team effectiveness.
  • Identify opportunities where additional manager training, tools, or resources may improve leadership effectiveness.
  • Support organizational changes, team growth, leadership transitions, and other change‑management initiatives.
  • Partner with HR leadership and business leaders to identify organizational design, role clarity, span of control, capability, or structural gaps.
  • Support implementation of leadership development and manager enablement programs across assigned teams.
  • Help leaders build stronger teams while reinforcing i2G’s expectations for how we lead, communicate, and work together.
• HR Programs & Operational Excellence
  • Partner with the broader HR team to ensure HR programs are implemented effectively within assigned business groups.
  • Provide feedback on policies, processes, systems, and programs based on business and employee population realities.
  • Identify opportunities to simplify or improve HR processes while maintaining compliance and controls.
  • Maintain accurate and timely documentation related to employee actions and coordinate with HR Operations.
  • Collaborate across HR, Talent Acquisition, Finance, Operations, and other functions to ensure people‑related decisions are coordinated and effectively executed.
  • Support HR initiatives and special projects as i2G continues to scale and evolve.

Qualifications

Required Qualifications

• 3+ years of progressive HR experience, preferably including experience as an HR Business Partner, HR Generalist, People Partner, or similar role supporting managers and employees.
• Bachelor’s degree in Human Resources, Business, Organizational Development, or a related field, or equivalent relevant experience.
• Hands‑on experience across multiple HR areas: employee relations, performance management, talent management, workforce planning, and talent acquisition.
• Experience managing employee relations matters and workplace investigations from initial concern through resolution.
• Experience supporting performance management cycles and coaching managers through performance and development conversations.
• Experience partnering closely with recruiting teams or external staffing partners and supporting managers through hiring and selection decisions.
• Strong business acumen with curiosity to understand how teams operate and connect people decisions to business outcomes.
• Strong judgment and ability to navigate situations where the answer is not always black and white.
• Ability to build credibility with operational leaders, department heads, managers, and employees at all levels.
• Comfortable challenging leaders respectfully, asking difficult questions, and providing a point of view when needed.
• Strong written and verbal communication skills, avoiding unnecessary HR jargon.
• Highly organized with the ability to manage competing priorities in a fast‑moving environment.
• Ability to handle sensitive and confidential information with professionalism and discretion.

Preferred Qualifications

• Experience supporting a distributed, multi‑state workforce.
• Experience within a growing, operational, technical, construction, field service, security integration, or similar environment.
• Experience using HRIS and workforce data to identify trends and support business decisions.
• Experience supporting organizational growth, acquisitions, integrations, or significant workforce change.
• HR certification such as SHRM‑CP, PHR, or equivalent is a plus.

Company Overview

This is a Human Resources Business Partner career opportunity with i2G Systems. Learn more about i2G at i2G Careers. Recent strategic investment by Kastle Systems strengthens leadership in serving high‑security industries and large‑scale facilities. Read more about the partnership here.