Original listing text, shown exactly as published by the company.
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…
