People Business Partner

New Albany · 3-4 years experience · Hybrid · Posted Oct 5, 2026

At a glance

As a People Business Partner, you will align business objectives with employees and management across designated business units.
You will collaborate across the HR function to deliver value-added services that reflect the organization’s goals, while maintaining a strong understanding of the business unit’s financials, culture, and competitive landscape.

Serve as the primary point of contact for complex and high‑risk employee relations cases, including performance concerns, misconduct, grievances, complaints, and terminations.
Lead and conduct thorough, impartial workplace investigations, including documentation review, witness interviews, findings summaries, and recommendations.
Partner closely with managers to resolve ER issues proactively, providing hands‑on coaching through corrective action, discipline, and termination processes.
Provide real‑time legal and risk‑based guidance to leaders on employee issues to ensure compliance and minimize exposure.
Ensure consistent and fair application of company policies, procedures, and employment laws.
Advise on performance management cases, including coaching plans, warnings, PIPs, and disciplinary outcomes.
Manage sensitive matters such as harassment, discrimination, retaliation, accommodation, and leave‑related issues.
Escalate and collaborate with legal counsel as appropriate on high‑risk or litigious matters.
Track and analyze ER trends to identify systemic risks, recurring issues, and areas for manager education.
Support restructures, workforce changes, and terminations with a strong focus on risk mitigation and compliant execution.

Extensive experience managing complex employee relations cases, including investigations, disciplinary actions, and terminations.
Proven experience supporting a California‑based employer with strong working knowledge of CA employment law.
Minimum 3-4 years of hands‑on ER experience in a fast‑paced or high‑volume environment.
Deep understanding of employment law, employee relations, compliance, and risk management.
Demonstrated ability to navigate sensitive situations with sound judgment, discretion, and empathy.
Strong experience advising leaders through difficult employee decisions.
Excellent written and verbal communication skills, particularly for investigation findings and documentation.
High attention to detail with the ability to produce clear, defensible ER records.
Strong analytical and problem‑solving skills with a pragmatic, business‑oriented mindset.
SHRM‑CP or SHRM‑SCP certification (or ability to obtain within one year).