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Part Time Remote Hr Business Partner Jobs (NOW HIRING)

Bella Baby Photography

HR Recruiting Assistant

Las Vegas, NV · On-site +1

$16.25 - $20/hr

We are seeking a part-time remote HR recruiting assistant with a strong focus on recruiting and talent acquisition. This role is responsible for proactively sourcing qualified candidates and building ...

Bella Baby Photography

HR Recruiting Assistant

Las Vegas, NV · Remote

$17.50 - $21.50/hr

We are seeking a part-time remote HR recruiting assistant with a strong focus on recruiting and talent acquisition. This role is responsible for proactively sourcing qualified candidates and building ...

FIT HR

Sr. HR Consultant

Seattle, WA · Remote

$55 - $65/hr

You own strategic partnerships with small to mid-size Business Leaders where you are able to ... HRCI and/or SHRM certification preferred More information on "remote" classification of our ...

Synerio

Human Resource Generalist

Fort Worth, TX · On-site +1

This role partners with leadership and employees to deliver effective HR solutions, ensure ... FOR PART TIME) 2 year degree in Human Resources, Business Administration, Organizational ...

Legacy HR Consulting

HR Consultant

Houston, TX · On-site +1

$35 - $38/hr

We partner with mission-driven and social justice organizations to build inclusive workplaces that ... You'll need a set weekday schedule within our core business hours (9 AM-5 PM CST), since client ...

Legacy HR Consulting

HR Consultant

Houston, TX · Remote

$35 - $38/hr

We partner with mission-driven and social justice organizations to build inclusive workplaces that ... You'll need a set weekday schedule within our core business hours (9 AM-5 PM CST), since client ...

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All JobsHr Business Partner JobsPart Time Remote Hr Business Partner Jobs

Part Time Remote Hr Business Partner information

See salary details

$43.5K

$90.5K

$140.5K

How much do part time remote hr business partner jobs pay per year?

As of Aug 14, 2026, the average yearly pay for part time remote hr 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 part time remote HR business partner?

A Part Time Remote HR Business Partner is a human resources professional who works remotely, often from home, on a part-time basis to support an organization's HR functions. Their role typically involves advising management on HR policies, handling employee relations, and helping drive organizational change. They collaborate with leadership to develop strategies for recruiting, retaining, and developing employees, while ensuring compliance with labor laws. Because the position is remote and part-time, it offers flexibility for both the employer and the employee.

How does a part time remote HR business partner effectively build relationships with managers and employees across different locations?

As a part-time remote HR Business Partner, building strong relationships requires proactive communication and the use of digital collaboration tools. You'll often schedule regular video calls, virtual office hours, and participate in team meetings to stay connected and accessible. Establishing trust remotely involves being responsive, offering clear guidance, and actively seeking feedback from both managers and employees. Leveraging technology helps bridge the distance, but developing rapport also depends on being approachable and consistent in your support across various teams.

What are the key skills and qualifications needed to thrive as a part time remote HR business partner, and why are they important?

To thrive as a Part Time Remote HR Business Partner, you need a solid background in human resources management, business acumen, and a degree in HR or a related field, often supplemented by relevant HR certifications. Familiarity with HR information systems (HRIS), cloud-based collaboration tools, and compliance platforms is typically required. Outstanding soft skills include strong communication, problem-solving, and the ability to build relationships remotely. These competencies ensure effective HR support, strategic alignment with business goals, and seamless collaboration in a virtual work environment.

What is the difference between Part Time Remote HR Business Partner vs HR Generalist?

AspectPart Time Remote HR Business PartnerHR Generalist
CredentialsHR certifications (e.g., SHRM-CP, PHR), relevant experienceHR certifications often preferred, similar experience levels
Work EnvironmentRemote, collaborative with leadership teamsTypically in-office or hybrid, supporting day-to-day HR functions
Employer & Industry UsageUsed in various industries, focusing on strategic partnershipCommon across industries, handling operational HR tasks
Search & Comparison IntentFocuses on strategic HR support in a remote settingOperational HR duties, more generalist role

The Part Time Remote HR Business Partner primarily provides strategic HR support remotely, working closely with leadership. In contrast, an HR Generalist handles day-to-day HR functions, often in-office. Both roles require HR certifications and experience, but their focus and work environment differ significantly.

More about Part Time Remote Hr Business Partner jobs

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What are the most commonly searched types of Remote Hr Business Partner jobs?

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What states have the most Part Time Remote Hr Business Partner jobs?

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Part Time Remote Hr Business Partner jobs near you
Infographic showing various Part Time Remote Hr 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 90% Physical, 3% Hybrid, and 7% Remote job distribution, with an average salary of $90,492 per year, or $43.5 per hour.

Senior Human Resources Business Partner

NFM, Inc.

Linthicum, MD • On-site, Remote

$50 - $55/hr

Part-time

Re-posted 5 days ago

Job description

Position Summary:
The Senior Human Resources Business Partner (West Coast) is a hands-on professional responsible for overseeing multiple facets of the HR life cycle while serving as a trusted advisor to business entity leaders and team members. This role requires an experienced HR professional who possesses strong technical HR consulting skills and is adept at collaborating with leadership to drive employee engagement, retention, and organizational effectiveness. This role will also work to provide initiatives to improve workplace culture and engagement.
Qualifications:
  • Bachelor's degree in HRM, Business, Communications or Psychology and HR Certification (SHRM or HRCI) with California Credentialing and mortgage Industry experience required.
  • 6 years' experience in Human Resources, two being HR Business Partner
  • Experience working within a fast-paced, complex, and dynamic business environment
  • Experience working on the West Coast and with multiple human resource disciplines, including compensation practices, employee relations, performance management, and federal and state respective employment laws
  • Strong HR systems knowledge (i.e., HR information systems and interfaces; applicant tracking system; talent management system)
  • Demonstrated ability to proactively manage and resolve complex and sensitive human resource issues
  • Strong verbal and written communication skills, high energy, excellent follow-up, and follow-through skills
  • Strong knowledge of Federal and State employment and leave laws for all West Coast states (i.e., FMLA, CFRA, ADA,)
  • Ability to recommend solutions to complex and sensitive employee matters while maintaining confidentiality
  • Strong analytical skills with ability to quickly summarize and present data in a meaningful format
  • Excellent multitasking and time management skills, with a proven ability to meet deadlines
  • Ability to work independently with minimal supervision, and in team environment
  • Organized with high attention to detail, a focus on accuracy and record of prioritizing multiple projects
  • Ability to adapt to new technologies to ensure efficiencies

Essential Job Functions include, but are not limited to:
  • Provide day-to-day guidance to divisional leadership and team members in the areas of employee relations, fostering leadership success, shaping the employee experience, onboarding, performance management initiatives, terminations and policy interpretation, improvement, and implementation.
  • Partner with divisional leaders and managers to create/edit job descriptions to reflect current needs of the organization. Proactively audit existing job descriptions to ensure they are aligned to support departmental/organizational changes.
  • Provide performance management guidance to divisional leaders and managers (e.g., coaching, counseling, career development, disciplinary actions). Work closely with leaders and team members to improve work relationships, build morale, and increase productivity and retention.
  • Collaborate with leaders and managers to identify business needs and develop tailored HR strategies to support those needs.
  • Lead employee relations investigations for respective divisions and manage documentation while maintaining confidentiality and resolving conflicts efficiently.
  • Lead performance and talent development processes for designated divisions, contributing to training delivery and ensuring alignment with organizational objectives. Continually evaluate training programs to ensure effectiveness and relevance.
  • Utilize exit surveys via technology to analyzing results trends and make recommended solutions to improve programs, and policies
  • Partners with Chief People Officer, Payroll, Onboarding Manager and Total Rewards to ensure any compensation matters are proactively addressed.
  • Collaborate with HRBPs and Equity and Inclusion to implement initiatives and promote an inclusive and engaging culture. Participate as a contributing team member on various projects related to DE&I, corporate social responsibility, and HR operational initiatives.
  • Train and provide support to inter-departmental partners on Corporate and departmental initiatives.

Additional Responsibilities:
  • Leadership and Team Development: Inspire teams, mentor employees, and collaborate on talent acquisition and development.
  • Technology and Automation: Work to keep abreast of and recommend new tools to keep processes streamlined and in keeping the department in tune with best practices.
  • Brand Building: Work as a team to ensure our internal brand "People and Culture" is representative of its name and the work we execute. Assist in making recommendations for team building and maintaining overall good comradery within the "Squad."
  • Operations and Administration: Manage budgets and financial targets, aligning with corporate finance objectives, as appropriate.
  • Industry Representation and Compliance: Represent NFM at industry/departmental events and maintain legal and ethical compliance.
  • Stay updated on industry trends and market changes.
  • Perform additional duties as needed, with occasional overtime and travel required.

This flexible job description may change at the employer's discretion.
The above statements are intended to describe the general nature and level of work being performed by people assigned to this job. They are not intended to be an exhaustive list of all responsibilities, skills, efforts, or working conditions associated with a job.
Working Conditions Information:
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is frequently required to sit and talk or hear. The employee is often required to walk; use hands to finger, handle, or operate computers, objects, tools, or controls; and reach with hands and arms. Specific vision abilities required by this job include close vision and the ability to adjust focus.
This job description is not a contract of employment. The employer, in its sole discretion, may modify or adjust the position to meet the organization's changing needs.
NFM Lending, Inc. is an equal opportunity employer. We value diversity and do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. NFM believes success is created by a diverse workforce of individuals with different ideas, strengths, interests, and cultural backgrounds.
The range provided reflects the expected compensation for this role and is considered a general guideline. Actual compensation will be decided based on factors such as geographic location, skills, education, experience assessed during the interview process, and internal pay equity. Compensation may also include incentives such as per-file bonuses and discretionary bonuses as applicable to the role.
Qualifying employees are eligible to participate in our Total Rewards program. Additional information can be found by clicking on the following link: Benefits and Total Rewards

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