HRBP (Multi-Site)

ABOUT THE COMPANY

This organization is a fast-growing portfolio company that owns and operates a collection of businesses across 40 states in the United States. Intentionally multi-brand and multi-location, each business maintains its own identity and local market focus — supported by centralized operational leadership, technology, HR, finance, marketing, and other shared services. The organization completes approximately 10–15 acquisitions per year.

POSITION SUMMARY

The HR Business Partner (HRBP) is the primary HR point of contact for the this organization's portfolio companies, working directly with local business leaders and the corporate Business Operations leader assigned. The HRBP handles day-to-day HR operations — employee relations, compliance resolution, and post-integration HRIS and payroll training — while building feedback channels that surface field-level insights back to the corporate HR team.

This role supports a multi-thousand-employee distributed workforce spanning a growing portfolio of businesses. Given the company's active acquisition pace, the HRBP regularly onboards newly integrated members and guides each through the transition from integration into stable, steady-state operations.

KEY RESPONSIBILITIES

Partner Communications & Operational Relationship Management

Serve as the primary HR point of contact for assigned portfolio companies, working alongside local managers and the corporate BizOps leader as an extension of their leadership team

Represent corporate HR to portfolio company managers and employees post-integration — fielding questions, routing issues, and maintaining a visible, trusted presence in the field

Partner with BizOps leaders to implement organizational changes, including operating model shifts, role redesigns, and cultural interventions, ensuring they land smoothly with managers and employees

Keep corporate HR leadership informed on field conditions, emerging issues, and portfolio company-level developments across the assigned portfolio

Employee Relations & Compliance

Manage employee relations matters end-to-end, including investigations, conflict resolution, disciplinary actions, and corrective action across distributed locations

Own compliance issue resolution flagged by corporate HR or surfaced through HRIS monitoring, working with portfolio company leadership to remediate

Participate in cross-functional task forces addressing recurring or systemic compliance issues

Ensure consistent application of HR policies and practices across the assigned portfolio company

Training, Learning & HRIS Systems Support

Deliver HRIS training and rollout communications to portfolio company managers and employees for new modules, SOPs, and system process changes

Provide ongoing user support and troubleshooting at the portfolio company level; escalate system or configuration issues to the appropriate corporate resource

Serve as the primary feedback channel on gaps in SOPs, training materials, or system configuration uncovered through field use

Employee Experience & Feedback Channels

Build structured feedback channels with portfolio company employees to surface what is and isn't working at the ground level

Bring field-level patterns and signals back to the broader HR team to drive improvements to SOPs, training, and HR services

Identify and escalate workplace culture or operational issues that warrant corporate HR attention

Analyze feedback data to spot trends and develop actionable recommendations that improve the overall employee experience

Talent Strategy & Workforce Planning

Lead annual talent planning — identifying critical roles to add, retention risks, high-performer development opportunities, and management bench strength against each portfolio company's operating plan

Drive seasonal workforce planning — sizing W-2 and 1099 hiring needs for peak programming cycles and ensuring recruiting capacity is in place

Build succession and key-person risk plans for GMs, lead coaches, and other roles where founder or single-person dependency creates business risk

Flag compensation drift from market and recommend org structure adjustments as portfolio company grow

Identify and implement improvements to labor and staffing models alongside BizOps leaders to ensure financial targets are met and people operations remain efficient

EDUCATION & EXPERIENCE

Bachelor's degree in Human Resources, Business Administration, or related field required

5+ years of HRBP experience

Experience supporting multi-site or multi-state organizations required

SKILLS & KNOWLEDGE

Working knowledge of multi-state employment law, with the judgment to know when to escalate to legal versus handle in the field

Hands-on UKG experience (Pro and/or Workforce Management) — comfortable navigating the system, troubleshooting manager and employee issues, and explaining functionality to non-technical users

Demonstrated ability to manage employee relations cases end-to-end, including investigations, documentation, and disciplinary actions across distributed locations

Experience in M&A-driven environments — comfortable absorbing newly acquired entities, working with founder-led operators, and supporting integration-to-steady-state transitions

Strong operating partnership skills — able to function as a working member of a business leadership team, not just an HR resource called in for problems

Direct, clear communication with leaders, managers, and frontline employees, including the ability to deliver difficult messages without ambiguity

Comfort with decentralization and ambiguity — portfolio businesses vary widely, and the HRBP adapts rather than imposes uniformity where it isn't needed

Practical analytical skills — can pull data from HRIS systems, identify trends in turnover or compliance, and bring observations back with a recommendation

Ability to manage a portfolio of businesses at different maturity stages and prioritize attention effectively

High integrity and discretion when handling sensitive employee and business information

PREFERRED QUALIFICATIONS

Experience supporting acquired businesses post-close, including post-merger integration and partnering with founder-led operators

Background as an embedded or partner-facing HRBP supporting business unit leaders directly

Experience managing HR across geographically distributed locations without daily in-person presence

Experience in multi-location, multi-brand environments with decentralized field operations

Familiarity with seasonal and part-time workforce populations

Hands-on experience with UKG Pro and/or UKG Pro Workforce Management

SHRM-SCP, SPHR, or equivalent certification