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Field Human Resources Business Partner Jobs (NOW HIRING)

Amplify HR

HR Business Partner

Northbrook, IL

$75K - $80K/yr

Title: Human Resources Business Partner FLSA Status: Full Time Employee/Exempt Reports to: HR ... A bachelor's degree in human resources, Business Administration, or a related field, or equivalent ...

Monro

HR Business Partner

Fairport, NY · On-site

$100K - $115K/yr

The Human Resources Business Partner has an integral role in creating a "Leading with Respect ... This position operates under the general direction of the Field Human Resource Director.

Integritymarketing

HR Business Partner

Austin, TX · On-site

Your experience and skills: * 4+ years of HR Business Partner experience with a strong focus on Field HRBP support, resolving complex employee relations issues, and supporting talent management ...

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Field Human Resources Business Partner information

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$43.5K

$90.5K

$140.5K

How much do field human resources business partner jobs pay per year?

As of Aug 24, 2026, the average yearly pay for field human resources business partner in the United States is $90,492.00, according to ZipRecruiter salary data. Most workers in this role earn between $72,000.00 and $102,500.00 per year, depending on experience, location, and employer.

What is a field human resources business partner?

Field Human Resources Business Partners (HRBPs) are HR professionals who work closely with business leaders and employees in specific locations or regions. Their main role is to align human resources strategies with the overall goals of the business, providing on-the-ground support for talent management, employee relations, performance management, and organizational development. Field HRBPs typically act as a bridge between corporate HR functions and local teams, ensuring that HR policies and practices are effectively implemented in the field.

How does a field human resources business partner support managers in addressing employee relations issues across multiple locations?

A Field Human Resources Business Partner (HRBP) works closely with managers in various sites to resolve employee relations matters, such as performance concerns, conflict resolution, and policy interpretation. They often travel between locations to provide hands-on guidance and ensure consistent HR practices. By acting as a strategic advisor, the HRBP helps managers handle sensitive situations professionally and in compliance with company policy and local labor laws. This role requires strong communication skills, adaptability, and the ability to build trust with both management and employees.

What are the key skills and qualifications needed to thrive as a field human resources business partner, and why are they important?

To thrive as a Field Human Resources Business Partner, you need a solid background in HR fundamentals, employment law, and workforce planning, usually supported by a bachelor's degree in HR or a related field. Familiarity with HRIS systems, payroll software, and certifications like SHRM-CP or PHR are commonly expected. Strong interpersonal skills, problem-solving abilities, and the capacity to build relationships with both management and employees set top performers apart. These skills and qualifications are crucial for effectively aligning HR strategies with business goals and resolving workplace issues in dynamic, distributed environments.

What is the difference between Field Human Resources Business Partner vs HR Generalist?

AspectField Human Resources Business PartnerHR Generalist
CredentialsBachelor's degree in HR or related field; often with HR certificationsBachelor's degree in HR, Business, or related field; HR certifications beneficial
Work EnvironmentStrategic partnership with business units, often in the field or remote locationsDay-to-day HR operations within a specific department or location
Employer & Industry UsageCommon in large corporations, energy, manufacturing, and field-based industriesWidely used across industries for general HR support and administration

The Field Human Resources Business Partner focuses on strategic HR initiatives and partnering with business units in the field, while HR Generalists handle daily HR operations and employee relations. Both roles require HR knowledge, but the Business Partner role emphasizes strategic planning and alignment with business goals.

More about Field Human Resources Business Partner jobs

What job categories do people searching Field Human Resources Business Partner jobs look for?

The top searched job categories for Field Human Resources Business Partner jobs are:

Infographic showing various Field Human Resources Business Partner job openings in the United States as of August 2026, with employment types broken down into 84% Full Time, 13% Part Time, and 3% Contract. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $90,492 per year, or $43.5 per hour.

FIELD HR BUSINESS PARTNER

Sally Beauty Holdings

Chicago, IL • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 21 days ago

Job description


HR Business Partner
This position is Remote and candidates must be based in Chicago, Illinois or Colombus, Ohio
About Sally Beauty Holdings, Inc.
At SBH, our purpose is to inspire a more colorful, confident, and welcoming world. We are the leader in professional hair color, selling and distributing professional beauty supplies across 11 countries through our Sally Beauty and Beauty Systems Group businesses. Sally Beauty offers products for hair color, hair care, nails, and skin care to retail customers looking for salon-quality products at a value price. Beauty Systems Group, branded as Cosmo Prof or Armstrong McCall stores, along with its direct sales consultants, sell professionally branded products intended for use and resale by salons to retail consumers.
About the role
The Field HR Business Partner (HRBP) is a remote based position that requires up to 50% travel. The HRBP is responsible for aligning business objectives with associates and field leadership in their designated Regional Teams. The HRBP serves as a consultant to field management on human resources-related issues. The successful HRBP will act as an associate champion and change agent. The HRBP assesses and anticipates HR-related needs. Communicating needs proactively with our HR department and business management, the HRBP seeks to develop integrated solutions and formulates partnerships across their Regional Team to deliver value-added service that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the Region and SBH's financial position, its midrange plans, its culture and its competition.
Responsibilities
40% People: Drive recruiting strategies to build a pipeline of talent, identify opportunity areas, and train local teams. Active on LinkedIn and all digital networking platforms and social networks, possesses a strong network of external candidates to fill positions when required. Assess Field Leader's abilities to determine talent opportunities and their impact on performance. Engage in talent reviews and succession planning, promoting the right talent and building career pathing for high performers. Assessing development needs from a business perspective and taking ownership for addressing them. Develop and implement tools to drive talent development.
  • Provides guidance and input on business unit restructures, workforce planning and succession planning. Aligning the strategy, structure and culture to maximize the drive for business.
  • Consistently engages Field leaders regarding their own strengths and opportunities while leveraging IDPs to improve their capabilities. Ensures that the Store Managers engage and develop their teams. Develop and implement tools to drive talent development.
  • Builds strong working relationships with all business partners. Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies. Use insights from the organization to improve talent and business outcomes.
  • Develop and administer necessary training to build skills in the areas of leadership, recruiting, engagement, and associate relations. Support Greenhouse, Thrive training and other leadership tools and programs to reinforce skill building.

30% Brand: Through coaching and consulting, work with leaders on the importance and practice of delivering an exceptional customer experience which maximizes sales/KPIs and drives customer loyalty in assigned stores. Understands the competitive landscape by observing and studying the competition to learn about current initiatives/strategies, shares insights with relevant business partners and supervisor. Develops disciplines that drive behavior so all brand standards are met.
  • Build and nurture a culture of highly engaged associates with leaders to drive passion and commitment for the business that results in improved retention.
  • Provides day-to-day performance management guidance to field management (coaching, counseling, career development, disciplinary actions).

15% Safety/Loss Prevention: Ensures processes are followed to ensure the store environment is safe at all times for associates and customers; all policies and procedures are followed. Analyzes and utilizes all available reporting.
  • Lead investigations in addressing associate relation issues and using the data to understand development opportunities to mitigate future issues and minimize company risks.
  • Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
  • Provides HR policy guidance and interpretation.

15% Operations: Drives the execution of all company processes through training, management, analysis and continuous improvement. Review staffing levels to leverage payroll and overtime. Ensures support for all processes to support digital strategies are utilized such as Omni-channel fulfillment (SFS/BOPIS).
  • Analyze and share out reporting on turnover and retention, ER trends, other HR KPI's, and monitor completion of training, performance appraisals and other Thrive programs.
  • Partner with Regional Team on business objectives. Participants in regional meetings and calls regularly.
  • Travel with Regional Director and team frequently to identify strengths and opportunities of the region's execution of programs, keep a pulse on the culture, identify training needs, and understands market threats and opportunities.

Knowledge, skills & abilities requirements
  • Bachelor's degree and relevant industry experience
  • SHRM-CP or SHRM-SCP Certification
  • Minimum of 8 to 10 years' experience resolving complex employee relations issues.
  • Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws.

Competencies & attributes
Talent Builder
  • Drives all required activities in the talent development process; Interviews, Performance Appraisals, QPRs, and IDPs
  • Creates a diverse and inclusive team, actively encourages input from others and listens

Team Builder
  • Driver of information sharing and collaboration.
  • Actively demonstrates teamwork/collaboration within SBH. Builds and/or participates in effective teams and values the importance of having diverse thoughts and input from various sources.
  • Can understand the successful outcomes when collaboration occurs.

Effective Communicator
  • Is emotionally astute when communicating and authentic to their own style/self; embraces EQ/Emotional Intelligence
  • Shares information in a timely manner, always encourages others to express their views and opinions to develop better outcomes

Results Driver
  • Effective at driving and delivering plans, holds self and team accountable to a high standard to deliver objectives
  • Effective with time management, always focusing on the right priorities and uses resources wisely to drive the right result
  • Leads and motivates their team, adjusting strategies and plans where needed, demonstrates GRIT with a determination to succeed

Problem Solver & Decision Maker
  • Able to consume relevant data and information to understand business issues and makes recommendations and takes action
  • Considers the importance and impact of decisions against relevant factors including costs, risks, volume of work and impact on the field leasers and stores.
  • Optimistic, strategically minded and generally curious about areas impacted by new systems, new processes, and customer behaviors.
  • Strong technical aptitude.

Working conditions & physical requirements
  • Ability to travel 50% or greater. Attend national and regional meetings as necessary.
  • The work environment involves everyday risks or discomforts which require normal safety precautions typical of such places as offices, meeting and training rooms, retail stores, and residences or commercial vehicles, e.g., use of safe work practices with office equipment, avoidance of trips and falls, observance of fire regulations and traffic signals, etc. The work area is adequately lighted, heated, and ventilated.
  • The work is sedentary. Typically, the employee may sit comfortably to do the work. However, there may be some walking; standing; bending; carrying of light items such as papers, files, books, small parts; using a keyboard, driving an automobile, etc. No special physical demands are required to perform the work.

Benefits
We offer a competitive salary and outstanding benefits package that includes medical, dental, vision, life Insurance, paid vacation and sick days, paid holidays, tuition reimbursement and 401(k) with company match. In addition, associates of SBH may take advantage of our in-house salon with complementary services and a varied selection of food options at our corporate campus. Also, featured at our corporate campus, is both a Sally Beauty and CosmoProf Professional onsite store, where associates enjoy a great merchandise discount!
#LI-Hybrid

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