HR Business Partner

Valet Living; United States; Remote; USD 70,000 - 90,000; Full time

Job summary

Valet Living, LLC is seeking an HR Business Partner to serve as a trusted advisor and consultant, aligning organizational objectives with workforce needs across Operations Directors and field associates nationwide.

You will manage HR matters from intake through resolution, including performance management, policy interpretation, associate relations and investigations, unemployment administration, leaves of absence, accommodations, and associate programs and policies.

Qualifications

• At least 7 years of progressive HR experience including Senior HR Generalist, HRBP or similar.
• Strong knowledge of federal and multi-state employment law including FMLA/ADA; EEOC familiarity.
• Ability to handle confidential matters with tact, neutrality and risk awareness.
• Business acumen to diagnose issues, propose practical solutions, and execute.
• Independent ownership with proactive stance and deadline-driven work ethic.
• Adaptability to a fast-changing environment with competing priorities.
• Excellent communication and partnership with internal/external partners.
• PHR certification is required.

Responsibilities

• Own associate relations and case resolution across wage/hour, harassment, discrimination, and performance issues.
• Coach leaders on performance coaching, organizational change, engagement, and risk.
• Lead objective investigations and prepare summaries and recommendations.
• Maintain consistent disciplinary and accommodation documentation.
• Administer ADA accommodations and leaves; coordinate FMLA and other leaves with Leave Management.
• Apply multi-state employment law across a 40-state workforce to reduce risk.
• Provide guidance on policy interpretation and termination reviews.
• Collaborate nationally with leaders and HR partners on HR initiatives.
• Use Workday, ALLVoices, SignNow, ADP Claims, Excel, PowerPoint etc. to monitor activity.
• Conduct exit interviews to gain insights on engagement and retention.

Skills

Employee relations

Investigations

Policy interpretation

Communication

Data analysis

Project management

Cross-functional partnership

FMLA/ADA knowledge

HR analytics

Education

PHR certification

Tools

Workday

ALLVoices

SignNow

ADP Unemployment Claims Management

Excel

PowerPoint

Outlook

HRIS

Job description

Guide Leaders. Support Associates. Strengthen the Business.

Reporting to the Director of People & Culture, the HR Business Partner serves as a key advisor and consultant, aligning organizational objectives with workforce needs.

You will manage HR matters for Operations Directors and field associates nationally from intake through resolution, including performance management, policy interpretation, associate relations and investigations, unemployment administration, leaves of absence, accommodations, and associate programs and policies.

You will partner with HR and business leaders to mitigate risk, promote consistency, and maintain a strong connection between management and associates.

Compensation & Work Environmen t

Salary: $70,000 - $90,000

Bonus Target: 8% of annual salary

Location: US-National - Remote

What You'll Do

• Own associate relations and case resolution. Manage routine through complex matters involving wage and hour, harassment, discrimination, retaliation, policy violations, performance concerns, and terminations, taking appropriate action and escalating when needed.
• Coach leaders through critical people decisions. Advise leaders on performance coaching and counseling, organizational change, associate engagement, workforce decisions, policy interpretation, separations, and people-related risk.
• Lead objective investigations. Conduct thorough investigations, gather facts, maintain neutrality, and prepare clear investigation summaries and recommendations.
• Strengthen documentation and consistency. Review and prepare disciplinary documentation, coaching records, Growth Development Plans, Disciplinary Action Plans, leave and fitness-for-duty materials, unemployment documentation, and separation records.
• Guide accommodations and leave matters. Administer ADA accommodations, administrative leaves, and fitness-for-duty documentation, and route FMLA, parental, and intermittent leave requests to the Leave Management team.
• Apply multi-state employment law. Maintain current knowledge of federal and state-specific requirements across a 40-state workforce, including California, Colorado, Illinois, and New York, to reduce legal risk and support compliance.
• Manage unemployment and external inquiries. Handle complex unemployment claims through a third-party platform, coordinate supporting evidence and hearings, pursue appeals when applicable, and compile documentation for agency charges, subpoenas, and law enforcement inquiries.
• Serve as a trusted HR point of contact. Provide timely guidance on policy interpretation, associate relations judgment, accommodation analysis, termination review, legal risk, and leader coaching.
• Partner across the business. Collaborate nationally with leaders and HR partners, support organizational change, and contribute to HR projects and strategic initiatives.
• Use data and systems to drive execution. Analyze trends and metrics, participate in weekly HRBP case reviews, and use Workday, ALLVoices, SignNow, ADP Unemployment Claims Management, Excel, PowerPoint, Outlook, and related tools to monitor activity and support accurate, consistent processes.
• Listen and respond. Respond promptly to questions about policies, programs, and procedures, and conduct exit interviews and other conversations to gather insight on engagement, retention, and reasons for departure.
• Support evolving business needs. Perform other duties as assigned and provide cross-functional support as business priorities change.

What You'll Bring

• Experience. At least 7 years of progressive HR experience, including experience as a Senior HR Generalist, HR Business Partner, HR Manager, or equivalent role.
• Employment-law knowledge. Strong knowledge of federal and multi-state employment law, with advanced, hands‑on experience with FMLA, ADA accommodations, and fitness-for‑duty matters, along with a strong understanding of EEOC regulations.
• Sound judgment. The ability to handle sensitive, complex, and confidential matters with tact and diplomacy while balancing empathy, neutrality, accountability, and risk.
• Business and HR acumen. The ability to diagnose problems, analyze facts, recommend practical solutions, think strategically, and execute tactically.
• Independent ownership. A self‑starter mindset, strong bias for action, accountability to deadlines, and the ability to research complex employment‑law questions independently.
• Adaptability. Comfort working in a rapidly changing organization and navigating ambiguity, complexity, competing priorities, and a high‑volume workload.
• Communication and partnership. Excellent interpersonal and communication skills with a proven record of timely, high‑quality service to internal and external partners.
• Technical capability. Advanced Excel skills, including pivot tables, data analysis, charts, and reporting, along with strong proficiency in PowerPoint, Outlook, and HRIS platforms. Experience with Workday, ALLVoices, and ADP Unemployment Claims Management is preferred.
• Credentials. PHR