Entry Level Human Resource Business Partner Jobs

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About Us Vensure Employer Solutions is the largest privately held organization in the HR technology and service sector, providing a comprehensive portfolio of solutions, including HR/HCM technology, managed services, and global business process outsourcing (BPO). The company and its service providers collectively serve over 95,000 businesses and process over $135B in annual payroll. As a "One Employer Solution" headquartered in Chandler, Arizona, Vensure helps thousands of businesses streamline and grow their operations with custom strategies that benefit both employers and employees. Find out more by visiting www.vensure.com .
Position Summary The Human Resources Business Partner delivers tailored HR solutions that drive client success, retention, and growth. This role specializes in resolving complex issues, ensuring compliance with employment laws, and providing a seamless client experience. Through proactive consultation and ongoing support, the HRBP develops, implements, and monitors HR strategies aligned with client needs. Known for strong collaboration, strategic thinking, and service excellence, the HRBP builds trusted client relationships while upholding rigorous compliance standards.
Essential Duties and Responsibilities Partner with Executive- and Elite-tier HR-centric clients, with a strong emphasis on HR compliance. Build deep understanding of client business models, workforce practices, goals, and operational drivers. Provide expert guidance across industries, incorporating state and federal employment and payroll regulations, including multi-state compliance. Deliver customized, best-practice HR solutions aligned with internal standards, proactively reducing risk and liability. Resolve complex employee relations matters and investigations through timely, welldocumented consultation and follow-up. Advise on a broad range of employment issues, including investigations, coaching and counseling, reductions in force, ADA, PWFA, leaves of absence, terminations, and related matters. Develop and recommend HR tools and programs such as handbooks, job descriptions, compensation and PTO plans, performance management systems, and hiring/onboarding processes. Identify and escalate legal and regulatory concerns, facilitating resolution and supporting client retention efforts. Encourage adoption of HR Compliance training, tools, products, and services to enhance client operations. Accurately document all client interactions within the HRIS and leverage data, reports, and technology to identify trends. Collaborate cross-functionally with internal teams, brokers, and stakeholders to manage escalations and execute service plans. Manage client expectations in a fast-paced environment while monitoring service delivery, SLAs, and annual deliverables. Communicate compliance updates to clients through various channels and support continuous process improvement initiatives. Maintain current knowledge of employment laws and HR best practices through ongoing training and professional development. Regular, on-site attendance is an essential job function due to the need for secure access to systems, collaboration on sensitive technical matters, participation in operational meetings, and hands-on involvement in activities that cannot be performed remotely without compromising security, efficiency, or effectiveness. Some domestic travel will be required to attend team onsite meetings, client visits, customer events, industry conferences, and training sessions. This may include air travel, ground transportation (including cars, taxis, or rideshare services), and in some cases potential public transportation. Marginal Functions Build, maintain and promote relationships with team members, peers across disciplines, and all other company team members ensuring effective coordination of communications and services affecting clients. Attend webinars and training to stay up to date on best practices related to the company and department. Complete projects and other duties as assigned by supervisor.
Knowledge, Skills, and Abilities Strong organizational, time management, and technical skills; personable, articulate, and professional. Demonstrated expertise in HR best practices and compliance with federal, state, and local employment laws. Working knowledge across multiple HR disciplines, including employee relations, organizational assessment, performance management, recruitment, compensation, and benefits. Excellent verbal and written communication skills with the ability to effectively engage at all organizational levels and across cultures. Outstanding internal and external customer service orientation. Bilingual proficiency in English and Spanish preferred. Adheres consistently to established KPIs, SOPs, policies, and guidelines. Skilled in applying change management principles to support business transformation. Ability to adapt quickly to shifting priorities, manage multiple client demands, and deliver best-practice guidance in real time. Sound judgment and decision-making skills under pressure and tight deadlines. High ethical standards with proven ability to manage confidential information appropriately. Capable of managing multiple projects simultaneously while maintaining accountability and follow-through. Applies consistent judgment to resolve escalations in alignment with laws, regulations, and company standards. Strong business acumen with the ability to understand and advise from the business owner's perspective. Proven root cause analysis, problem-solving, and decision-making capabilities Ability to research, analyze, and interpret various data sources. Demonstrated ability to prioritize and execute a high volume of work efficiently in a fastpaced, evolving environment. Education & Experience Bachelor's degree in Human Resources, Business Administration or a related field or equivalent combination of experience, skills, education (including other relevant nontraditional degree programs, or job training programs) required. 3-5 years of HR experience required Experience in Microsoft Office software (Outlook, Teams, Excel, PowerPoint) and demonstrated ability to learn other applications as needed. Experience with various HRIS and payroll platforms preferred PRISM and PEO experience preferred. This role requires a valid, non-restrictive driver's license as it may involve occasional travel to client sites and company locations.
Required Licenses And/Or Certifications PHR, SPHR, SHRM-CP or SHRM-SCP certification preferred.
Physical, Mental, & Communication Demands
Physical Demands Sedentary Work: Primarily involves sitting for extended periods while working at a desk or computer. Manual Dexterity: Frequent use of hands and fingers to operate a keyboard, mouse, calculator, printers, and other standard office equipment. Mobility: Occasional movement within the office to retrieve documents, access equipment, collaborate with team members, and navigate client sites, airports, hotels, or conference venues during travel. Visual Acuity: Ability to review payroll data, system screens, and written documentation accurately, with reasonable accommodation as needed. Lifting & Carrying: Minimal physical effort required; may include handling files or light office materials.
Mental Demands: Cognitive Focus: Requires sustained attention and concentration to analyze complex HR issues, regulatory requirements, client data, and business scenarios. Decision-Making: Frequent use of logic, reasoning, and judgment to make timely, accurate decisions under pressure, tight deadlines, and competing priorities. Problem Solving: Ability to perform root cause analysis, assess risk, and develop compliant, practical HR solutions across multiple industries and jurisdictions. Adaptability: Requires mental flexibility to respond effectively to changing regulations, client needs, and business priorities in a fast-paced environment. Confidentiality Management: Ability to process and safeguard sensitive, confidential, and legally protected information with discretion and professionalism. Emotional Resilience: Capacity to manage stressful situations, conflict, and sensitive employee relations matters while maintaining composure and professionalism. Communication Demands: Verbal Communication: Frequent interaction with clients, business owners, executives, employees, brokers, and internal teams via phone, video, and in-person discussions. Written Communication: Regular preparation of emails, documentation, reports, policies, and system entries that require clarity, accuracy, and professional tone. Comprehension & Presentation: Ability to clearly explain complex HR, legal, and compliancerelated concepts to audiences with varying levels of understanding. Active Listening: Requires attentive listening to accurately gather information, assess concerns, and respond appropriately to client and employee needs Interpersonal Communication: Use of tact, diplomacy, and professionalism when addressing sensitive topics, managing escalations, or delivering difficult messages Documentation: Ongoing requirement to accurately and timely document client communications, recommendations, and outcomes within designated systems. Disclaimer The above job description is not intended to be an all-inclusive list of duties and standards of the position. Incumbents will follow any other instructions, and perform any other related duties, as assigned by their supervisor.
This position is eligible for the following benefits: Health Insurance: Medical, dental, and vision coverage Retirement Plan: 401(k) with company match Paid Time Off: PTO, Holidays, Parental leave and Sick Leave provided as required by applicable state law Other Benefits: Life insurance, short term disability, long term disability, employee assistance program (EAP), flexible spending account (FSA), health savings account (HSA), Identity theft protection, critical illness, accident, cancer, hospital protection, legal and pet insurance.
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$61,000 - $70,000 a year
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.