Human Resources Business Partner - Full-Time
Biltmore · Asheville, NC · 3 wk ago
On-siteHuman Resources$59k–$75k/yrFull-time
We need to output HTML fragment with sections: headings for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must include only sections with real specific content. The posting includes: Job Summary (maybe About the role). Duties (Responsibilities). Qualifications (Requirements). Also mentions salary range: "The salary range for this position starts at $58,900- $75,000 annually and is based on the level of qualifications and relevant experience above the minimum requirements." That's Pay. Benefits? Not mentioned. Schedule? Not mentioned. Skills? Could be part of Qualifications but maybe separate. The instruction: Use headings for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). We need to decide which sections to include based on content.
We have:
- About the role: could be Job Summary.
- Responsibilities: Duties (Essential Duties list). Also includes many bullet-like sentences.
- Requirements: maybe Qualifications (education, experience, certifications). Could also include Knowledge of employment law etc.
- Skills: maybe list of interpersonal, communication, planning, etc. Could be part of Qualifications but we could separate.
- Pay: salary range.
- Benefits: none.
- Schedule: none.
Thus we output sections: About the role (
for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must include only sections with real specific content. The posting includes: Job Summary (maybe About the role). Duties (Responsibilities). Qualifications (Requirements). Also mentions salary range: "The salary range for this position starts at $58,900- $75,000 annually and is based on the level of qualifications and relevant experience above the minimum requirements." That's Pay. Benefits? Not mentioned. Schedule? Not mentioned. Skills? Could be part of Qualifications but maybe separate. The instruction: Use headings for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). We need to decide which sections to include based on content.
We have:
- About the role: could be Job Summary.
- Responsibilities: Duties (Essential Duties list). Also includes many bullet-like sentences.
- Requirements: maybe Qualifications (education, experience, certifications). Could also include Knowledge of employment law etc.
- Skills: maybe list of interpersonal, communication, planning, etc. Could be part of Qualifications but we could separate.
- Pay: salary range.
- Benefits: none.
- Schedule: none.
Thus we output sections: About the role (About the role
), Responsibilities (Responsibilities
), Requirements (Requirements
), Skills (Skills
), Pay (Pay
). Possibly also Qualifications but we already have Requirements; but the instruction list includes Qualifications as a possible heading. However we must not duplicate. We could treat Requirements as qualifications. But we have both "Qualifications" section in the posting. The posting has a "Qualifications" heading. So we could map that to Qualifications
. Then we could also have Skills separate? The posting includes skills within qualifications. But we could still create a Skills section if we extract skill bullet points. However we must not create thin sections with filler. If we extract skills from qualifications, we could have a Skills section with list of skills: interpersonal and communications, negotiation, active listener, planning, project/time management, organizational, attention to detail, prioritizes work, adapts, multi-tasks, professional, confidentiality, integrity, ethical standards, good judgment, decision-making, proactive, proficiency in Word, Outlook, Excel, knowledge of PowerPoint, ability to learn Biltmore systems, fluency in English, working knowledge of Spanish desirable. That's substantive.
Thus we could have sections: About the role (Job Summary), Responsibilities (Duties/Essential Duties), Qualifications (education, experience, certifications, knowledge of law), Skills (interpersonal, technical, language), Pay (salary range). That seems good.
We must not repeat job title as heading. Not include Job ID etc. Remove boilerplate.
We need to use - for any list of duties/requirements/benefits, and
for prose.
Thus for each section we need to decide if content is prose or list.
About the role: Job Summary paragraph: "The Human Resources Business Partner (HRBP) will be primarily responsible for supporting talent, employee engagement, inclusion, coaching, and other employee services functions across the company, and will be the first point of contact for leadership and individual contributors for HR questions, needs, and requests." That's prose ->
.
Responsibilities: There's a list of duties: "Duties will include, but are not limited to: HR lead employee relations issues and concerns, including investigations; coaching, counseling, and corrective action; business partner for managers and front-line leaders; talent acquisition and selection; career development and support; and organizational initiatives and programs. HRBPs may also supervise and mentor Associate HR Business Partners. HR Business Partners are also knowledgeable about benefits, compensation, payroll, and other HR-related concerns, and will be called on to assess and triage needs, seeking direction and support from HR leadership and subject matter experts where needed/required. The incumbent will identify trends, gaps, and challenges, executing solution-focused strategies to mitigate risks. The incumbent will also lead/present training classes on select topics as needed; research, develop, propose, and execute best practices in employee experience; gauge and monitor employee satisfaction within the assigned departments and work locations." Then "Essential Duties" list: many items each starting with a verb. Could be turned into
- . We'll combine all duties into a list.
We need to preserve all substantive information; not invent or summarize away detail. So we need to include each duty item as a list item.
Let's extract duties from the text:
From first paragraph after Job Summary:
- HR lead employee relations issues and concerns, including investigations
- coaching, counseling, and corrective action
- business partner for managers and front-line leaders
- talent acquisition and selection
- career development and support
- organizational initiatives and programs
- HRBPs may also supervise and mentor Associate HR Business Partners
- HR Business Partners are also knowledgeable about benefits, compensation, payroll, and other HR-related concerns, and will be called on to assess and triage needs, seeking direction and support from HR leadership and subject matter experts where needed/required
- The incumbent will identify trends, gaps, and challenges, executing solution-focused strategies to mitigate risks
- The incumbent will also lead/present training classes on select topics as needed
- research, develop, propose, and execute best practices in employee experience
- gauge and monitor employee satisfaction within the assigned departments and work locations
Then "Essential Duties" list:
- Provide information and guidance to front-line staff, management, departmental leadership, and individual contributions regarding the interpretation of policies, company expectations, and practices.
- Ensure appropriate resources, support, and Corporate Services programs (Biltmore Care Partners, EAN, professional development, etc.) are used and are effective.
- Keep HR and company leadership teams up to date on employee concerns and morale issues, while also providing recommendations for improvement and resolution.
- Ensures the corrective action process is administered in compliance with federal and state laws, and regulatory agency compliance in accordance with applicable laws, standards, and practices.
- Serves as primary contact for all EEOC and related complaints.
- Assist department managers with coaching, counseling, and disciplinary actions as needed; monitor and support leadership in the successful execution of HR duties.
- Recruitment, selection, and other talent functions and initiatives for assigned departments and work locations.
- Applies Biltmore compensation practices, talent acquisition strategies, and professional development support.
- Conducts exit and stay interviews in alignment with program design.
- Partner with L&D to facilitate coaching and mentoring programs and support.
- Lead and facilitate team-building events and meetings as requested/needed.
- Partner with HR stakeholders to examine and refine all aspects of the employee experience and life cycle.
- Conducts career development and coaching sessions as requested.
- Serve as a key member of the inclusion task force.
- Conduct timely employee investigations, create and maintain thorough records and follow-up as necessary, ESC hearings support, Lighthouse complaint reports, etc.
- Conduct relevant training (Building Your Career, HR101, BEST, EIS, BLT, etc.); and recommend training as necessary based on data and needs.
We need to preserve all. We'll combine into a single
list.
Qualifications: The posting has a "Qualifications" heading with bullet-like sentences:
- Two or four-year college degree; or, an equivalent combination of education and experience.
- PHR/SPHR certification or ability to obtain certification.
- At least 5 years of related HR work required, including background in employee relations, investigations, coaching, counseling, corrective action, talent, training, engagement, organizational development, and/or HR leadership.
- Knowledge of employment law, regulations/statutes, and compliance issues required.
- 4. Outstanding interpersonal and communications skills; conveys information clearly, effectively at all levels; strong negotiation skills; active listener; builds positive working relationships across the company.
- Excellent planning, project/time management, and organizational skills; attention to detail with focus on quality and service; prioritizes work, adapts, multi-tasks.
- Professional; maintains confidentiality; integrity and high ethical standards; reflects the company's core values at all times.
- Exercises good judgment, decision-making, proactive.
- Proficiency in Word, Outlook, Excel; knowledge of PowerPoint; ability to quickly learn Biltmore systems, protocols, business units, and org structure.
- Fluency in English required – working knowledge of Spanish highly desirable.
- Physical Requirements Travel across the estate and locally required; must have a valid driver’s license.
- Ability to work in an office environment and lift up to 35 pounds occasionally.
- Ability to access historic structures and buildings as needed, without the use of elevators.
- Walk/stand/sit for extended periods of time, climb stairs, and work indoors and outdoors as needed in all types of weather conditions with fluctuations in temperature.
Note: The "Physical Requirements" part is actually a separate section but we could treat as part of Qualifications or maybe separate. But we have no separate heading for Physical Requirements; we could include under Qualifications as list items.
We need to avoid repeating "Physical Requirements" as heading unless we have a section for it. The instruction says we can use headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Physical Requirements not in list, so we should not create a heading for it. Instead we can incorporate those items into Qualifications or Skills? Probably Qualifications includes physical requirements as part of qualifications. We'll keep them as list items under Qualifications.
Skills: We could extract interpersonal and technical skills from Qualifications list items 4-9 etc. But we already have Qualifications covering many. To avoid duplication, we could decide to not have a separate Skills section and just have Qualifications. However the instruction says we can use Skills heading if we have real specific content. We have skills content; but if we put them also in Qualifications, we would duplicate. Better to split: Qualifications for education, experience, certifications, knowledge of law. Skills for interpersonal, technical, language, physical abilities. But physical abilities maybe not skills but still could be under Skills or Qualifications. Let's decide:
Qualifications section: education, experience, certifications, knowledge of employment law.
Skills section: interpersonal/communication, negotiation, active listener, planning/project/time management, organizational, attention to detail, prioritizes work, adapts, multi-tasks, professional, confidentiality, integrity, ethical standards, good judgment, decision-making, proactive, proficiency in Word, Outlook, Excel, knowledge of PowerPoint, ability to learn Biltmore systems, fluency in English, working knowledge of Spanish desirable, physical requirements (travel, driver's license, lift 35 lbs, access historic structures, walk/stand/sit, climb stairs, work indoors/outdoors in weather). That seems reasonable.
Thus we will not duplicate.
Now Pay: salary range: "$58,900- $75,000 annually and is based on the level of qualifications and relevant experience above the minimum requirements." We'll put as .
Now we need to output only HTML fragment, no /, no markdown fences.
We'll produce:
About the role
...
Responsibilities
- ...
...
Qualifications
- Two or four-year college degree; or, an equivalent combination of education and experience.
- PHR/SPHR certification or ability to obtain certification.
- At least 5 years of related HR work required, including background in employee relations, investigations, coaching, counseling, corrective action, talent, training, engagement, organizational development, and/or HR leadership.
- Knowledge of employment law, regulations/statutes, and compliance issues required.
Skills
- Outstanding interpersonal and communications
for prose. Thus for each section we need to decide if content is prose or list. About the role: Job Summary paragraph: "The Human Resources Business Partner (HRBP) will be primarily responsible for supporting talent, employee engagement, inclusion, coaching, and other employee services functions across the company, and will be the first point of contact for leadership and individual contributors for HR questions, needs, and requests." That's prose ->
. Responsibilities: There's a list of duties: "Duties will include, but are not limited to: HR lead employee relations issues and concerns, including investigations; coaching, counseling, and corrective action; business partner for managers and front-line leaders; talent acquisition and selection; career development and support; and organizational initiatives and programs. HRBPs may also supervise and mentor Associate HR Business Partners. HR Business Partners are also knowledgeable about benefits, compensation, payroll, and other HR-related concerns, and will be called on to assess and triage needs, seeking direction and support from HR leadership and subject matter experts where needed/required. The incumbent will identify trends, gaps, and challenges, executing solution-focused strategies to mitigate risks. The incumbent will also lead/present training classes on select topics as needed; research, develop, propose, and execute best practices in employee experience; gauge and monitor employee satisfaction within the assigned departments and work locations." Then "Essential Duties" list: many items each starting with a verb. Could be turned into
- . We'll combine all duties into a list.
We need to preserve all substantive information; not invent or summarize away detail. So we need to include each duty item as a list item.
Let's extract duties from the text:
From first paragraph after Job Summary:
- HR lead employee relations issues and concerns, including investigations
- coaching, counseling, and corrective action
- business partner for managers and front-line leaders
- talent acquisition and selection
- career development and support
- organizational initiatives and programs
- HRBPs may also supervise and mentor Associate HR Business Partners
- HR Business Partners are also knowledgeable about benefits, compensation, payroll, and other HR-related concerns, and will be called on to assess and triage needs, seeking direction and support from HR leadership and subject matter experts where needed/required
- The incumbent will identify trends, gaps, and challenges, executing solution-focused strategies to mitigate risks
- The incumbent will also lead/present training classes on select topics as needed
- research, develop, propose, and execute best practices in employee experience
- gauge and monitor employee satisfaction within the assigned departments and work locations
Then "Essential Duties" list:
- Provide information and guidance to front-line staff, management, departmental leadership, and individual contributions regarding the interpretation of policies, company expectations, and practices.
- Ensure appropriate resources, support, and Corporate Services programs (Biltmore Care Partners, EAN, professional development, etc.) are used and are effective.
- Keep HR and company leadership teams up to date on employee concerns and morale issues, while also providing recommendations for improvement and resolution.
- Ensures the corrective action process is administered in compliance with federal and state laws, and regulatory agency compliance in accordance with applicable laws, standards, and practices.
- Serves as primary contact for all EEOC and related complaints.
- Assist department managers with coaching, counseling, and disciplinary actions as needed; monitor and support leadership in the successful execution of HR duties.
- Recruitment, selection, and other talent functions and initiatives for assigned departments and work locations.
- Applies Biltmore compensation practices, talent acquisition strategies, and professional development support.
- Conducts exit and stay interviews in alignment with program design.
- Partner with L&D to facilitate coaching and mentoring programs and support.
- Lead and facilitate team-building events and meetings as requested/needed.
- Partner with HR stakeholders to examine and refine all aspects of the employee experience and life cycle.
- Conducts career development and coaching sessions as requested.
- Serve as a key member of the inclusion task force.
- Conduct timely employee investigations, create and maintain thorough records and follow-up as necessary, ESC hearings support, Lighthouse complaint reports, etc.
- Conduct relevant training (Building Your Career, HR101, BEST, EIS, BLT, etc.); and recommend training as necessary based on data and needs.
We need to preserve all. We'll combine into a single
- list.
Qualifications: The posting has a "Qualifications" heading with bullet-like sentences:
- Two or four-year college degree; or, an equivalent combination of education and experience.
- PHR/SPHR certification or ability to obtain certification.
- At least 5 years of related HR work required, including background in employee relations, investigations, coaching, counseling, corrective action, talent, training, engagement, organizational development, and/or HR leadership.
- Knowledge of employment law, regulations/statutes, and compliance issues required.
- 4. Outstanding interpersonal and communications skills; conveys information clearly, effectively at all levels; strong negotiation skills; active listener; builds positive working relationships across the company.
- Excellent planning, project/time management, and organizational skills; attention to detail with focus on quality and service; prioritizes work, adapts, multi-tasks.
- Professional; maintains confidentiality; integrity and high ethical standards; reflects the company's core values at all times.
- Exercises good judgment, decision-making, proactive.
- Proficiency in Word, Outlook, Excel; knowledge of PowerPoint; ability to quickly learn Biltmore systems, protocols, business units, and org structure.
- Fluency in English required – working knowledge of Spanish highly desirable.
- Physical Requirements Travel across the estate and locally required; must have a valid driver’s license.
- Ability to work in an office environment and lift up to 35 pounds occasionally.
- Ability to access historic structures and buildings as needed, without the use of elevators.
- Walk/stand/sit for extended periods of time, climb stairs, and work indoors and outdoors as needed in all types of weather conditions with fluctuations in temperature.
Note: The "Physical Requirements" part is actually a separate section but we could treat as part of Qualifications or maybe separate. But we have no separate heading for Physical Requirements; we could include under Qualifications as list items.
We need to avoid repeating "Physical Requirements" as heading unless we have a section for it. The instruction says we can use headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Physical Requirements not in list, so we should not create a heading for it. Instead we can incorporate those items into Qualifications or Skills? Probably Qualifications includes physical requirements as part of qualifications. We'll keep them as list items under Qualifications.
Skills: We could extract interpersonal and technical skills from Qualifications list items 4-9 etc. But we already have Qualifications covering many. To avoid duplication, we could decide to not have a separate Skills section and just have Qualifications. However the instruction says we can use Skills heading if we have real specific content. We have skills content; but if we put them also in Qualifications, we would duplicate. Better to split: Qualifications for education, experience, certifications, knowledge of law. Skills for interpersonal, technical, language, physical abilities. But physical abilities maybe not skills but still could be under Skills or Qualifications. Let's decide:
Qualifications section: education, experience, certifications, knowledge of employment law.
Skills section: interpersonal/communication, negotiation, active listener, planning/project/time management, organizational, attention to detail, prioritizes work, adapts, multi-tasks, professional, confidentiality, integrity, ethical standards, good judgment, decision-making, proactive, proficiency in Word, Outlook, Excel, knowledge of PowerPoint, ability to learn Biltmore systems, fluency in English, working knowledge of Spanish desirable, physical requirements (travel, driver's license, lift 35 lbs, access historic structures, walk/stand/sit, climb stairs, work indoors/outdoors in weather). That seems reasonable.
Thus we will not duplicate.
Now Pay: salary range: "$58,900- $75,000 annually and is based on the level of qualifications and relevant experience above the minimum requirements." We'll put as
- ... ...
- Two or four-year college degree; or, an equivalent combination of education and experience.
- PHR/SPHR certification or ability to obtain certification.
- At least 5 years of related HR work required, including background in employee relations, investigations, coaching, counseling, corrective action, talent, training, engagement, organizational development, and/or HR leadership.
- Knowledge of employment law, regulations/statutes, and compliance issues required.
- Outstanding interpersonal and communications
. Now we need to output only HTML fragment, no /, no markdown fences. We'll produce:
About the role
...
Responsibilities
Qualifications
Skills