People Operations Business Partner Jobs (NOW HIRING)

We are seeking a strategic, hands-on Regional People & Operations Business Partner to help grow our People Operations division and collaborate closely with regional leadership and functional teams. In this role, you'll combine operational excellence with strategic thinking — delivering exceptional customer service for internal stakeholders, driving process improvements, designing roadmaps, executing strategic goals, and leading our workforce and culture forward.

You’ll lead employee relations, recruiting, benefits, leave of absence (LOA), workers’ compensation, and building safety programs. Additionally, you'll oversee staff development, performance goal setting, foster stakeholder relationships, and identify inefficiencies to drive process improvements across the regions. You’ll be a key partner in enabling the business to achieve its strategic objectives through its people.

Key Responsibilities

• Act as the primary People & Ops partner for your region/function: build strong, trusted relationships with leaders, managers, and teams.

• Develop and execute the People Ops roadmap: identify priorities, set goals, align with corporate strategy, develop metrics, and track progress.

• Serve as the primary point of contact for employee relations in your respective region: handle employee relations cases with a sense of urgency and serve as a backup to other Regional PO Business Partners when needed.

• Lead full-cycle recruiting: partner with hiring managers, build pipelines, ensure candidate experience, and promote diversity & inclusion.

• Oversee benefits administration, LOA/ADA/FMLA management, and workers’ compensation programs: ensure compliance, timely processing, risk mitigation, and excellent service.

• Develop and maintain a comprehensive building safety program: collaborate with facilities to meet or exceed workplace safety standards, conduct safety audits, and coordinate training/emergency drills.

• Manage workers’ compensation: oversee claims processing, coordinate with insurance providers and medical professionals, facilitate return-to-work plans, and implement injury prevention strategies.

• Lead staff development & performance initiatives: set team goals, facilitate talent reviews, identify learning opportunities, and coach managers.

• Drive process improvements: review current People & Ops processes, identify bottlenecks (including safety and WC processes), and implement technology-driven solutions.

• Serve as a strategic advisor: understand business priorities, translate into people strategies, anticipate future workforce needs, and support organizational design.

• Build and maintain relationships with HR/People, business operations, finance, legal, facilities management, safety teams, and regional leadership.

• Monitor key HR & operations metrics (turnover, time to hire, benefits utilization, LOA trends, WC cases, safety incidents, engagement) and provide insights to drive action.

• Ensure compliance with employment laws, regional regulations, OSHA standards, and company policies.

• Foster a culture of service and continuous improvement within the People Ops team and across the region by collaborating with cross-functional teams to drive initiatives that achieve the Center of Excellence (COE) model, ensuring best practices and high-quality standards across projects.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or related field. (Master’s or HR certification like SHRM-CP/SCP or PHR is a plus)

• 5–8+ years of progressive HR/People Operations experience, ideally supporting multiple locations or regions.

• Proven ability to deliver strategic and operational HR programs (recruiting, benefits, LOA, WC, safety, staff development) in a dynamic environment.

• Strong customer service mindset with a focus on delivering high-quality service.

• Excellent relationship building, influencing, and coaching skills at all levels.

• Experience in process improvement, designing workflows, and leveraging HR systems/technology.

• Strong business acumen: ability to translate business goals into people initiatives.

• Skilled in using HR metrics/data to inform decision-making and continuous improvement.

• High level of integrity, professionalism, and ability to handle confidential matters.

• Adaptability to work in a fast-paced, evolving environment with multiple priorities.

• Cultural humility, empathy, and patience when working with individuals facing non-traditional work histories or employment barriers.

Additional Experience

• Implementing individualized assessments and support plans for candidates/employees with employment barriers, such as tailoring onboarding, providing extra check-ins, and removing process friction.