Human Resource Business Partner

EIS Legacy; Tempe (AZ); On-site; USD 65,000 - 90,000; Full time

Job summary

EIS Legacy is seeking an HR Business Partner to provide on-site HR support to employees and managers in Tempe, AZ. You will maintain accurate HR data and assist with local payroll and benefits administration.

The role includes onboarding, employee relations, and site HR initiatives to foster a positive and compliant workplace environment. The position requires a Bachelor’s degree in HR or related field, 3–4 years HR/payroll experience, bilingual English/Spanish, and familiarity with CA and MX

Qualifications

• Bachelor's degree required; HR certification preferred.
• 3–4 years HR/payroll/administrative support experience.
• Bilingual English/Spanish required.
• Familiar with CA employment law.
• 1–2 years Mexico Labour regulations experience.

Responsibilities

• Serve as on-site HR contact for employees and supervisors, advising on HR policies, payroll, benefits, and timekeeping.
• Support onboarding, ensuring accurate HRIS setup and positive employee experience.
• Partner with supervisors to address employee relations issues and escalate to HR leadership as needed.
• Provide coaching on workplace concerns and promote positive employee relations.
• Support engagement programs, safety initiatives, and training coordination.
• Ensure compliance with policies and employment laws.
• Review timekeeping submissions for accuracy and completeness; assist Payroll & Benefits Analyst with tasks.
• Respond to employee pay questions and maintain HRIS data changes.
• Conduct audits of HR and payroll records and prepare routine reports.

Skills

HRIS

Employee relations

Payroll processing

On-site support

Bilingual English/Spanish

Education

Bachelor's degree in HR or related field

HR Certification (preferred)

Tools

HRIS system

Payroll software

Job description

Human Resource Business Partner

Job Description:

Summary: The HR Business Partner provides on-site HR support to employees and managers while maintaining accurate HR data and assisting with local payroll and benefits administration. Additionally, the HR Business Partner manages aspects of benefits and 401(k) administration, onboarding, employee relations, and site HR initiatives to create a positive and compliant workplace environment.

Essential Duties, Responsibilities, and Accountabilities

(Include the following; however, other duties may apply.)

HR & Site Support

• Serve as the on-site HR contact for employees and supervisors, providing guidance on HR policies, payroll, benefits, and timekeeping.
• Support new hire onboarding, ensuring accurate HRIS setup and positive employee experience.
• Partner with supervisors to address employee relations issues, such as attendance, policy compliance, and performance concerns, escalating complex matters to HR leadership.
• Provide coaching and guidance to employees on workplace concerns and promote positive employee relations.
• Support employee engagement programs, safety initiatives, and training coordination.
• Ensure compliance with company policies, practices, and employment laws.

Payroll & HRIS Support

• Review weekly and biweekly timekeeping submissions for accuracy and completeness.
• Support the Payroll & Benefits Analyst with payroll processing tasks.
• Respond to employee questions about pay, deductions, and timekeeping, escalating complex issues as needed.
• Enter and maintain employee data changes (hires, promotions, terminations, status changes) in the HRIS.
• Conduct audits to ensure HR and payroll records are accurate and consistent.
• Prepare routine HR and payroll reports for site and leadership use.

Benefits and Vendor Management

• Support administration of employee benefits, including enrollments, changes, and terminations.
• Manage vendor relationships, including employee inquiries, plan updates, and coordination with external plan administrators.
• Assist with annual benefits open enrollment and related communications.

Compliance & Reporting

• Help ensure compliance with federal, state, and local employment and wage/hour regulations.
• Support audit preparation and annual reporting requirements.
• Maintain confidentiality of employee data and sensitive HR matters.

Continuous Improvement

• Recommend improvements to HR, payroll, and site processes for greater efficiency and accuracy.
• May assist with HRIS/payroll system updates, testing, and process rollouts.
• Provide feedback from site employees and managers to HR leadership to support ongoing improvements.

Work Environment:

• This position requires regular travel to facilities within the assigned geographical region to provide on-site HR support and maintain visibility across supported locations.
• Must be able to attend key meetings on-site and maintain visibility across supported locations.

Supervisory Responsibilities: This role does not have direct supervisory responsibilities. The HR Business Partner provides support and guidance to employees and supervisors, collaborating with HR leadership and cross-functional partners to ensure consistent application of HR policies and practices. The focus is on serving as a trusted on-site resource.

Qualifications: To perform this job satisfactorily, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill and/or ability required. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

Education and/or Experience:

• Bachelors Degree required; HR Certified preferred but not required.
• 3 - 4 years of experience in HR, payroll, or administrative support preferred (will train the right candidate).
• Exposure to employee relations, payroll, or HRIS systems plus.
• Bilingual (English/Spanish) required
• Familiarity and solid experience in CA employment law
• 1 2 years of experience in Mexico Labour & Employment regulations

Language Skills: The candidate must have excellent verbal and written communication skills with the ability to interact effectively across all levels of the organization. They should be capable of drafting policy documents, reports, presentations, and coaching materials. Comfort in facilitating meetings and communicating HR policies, processes, and updates to leadership and frontline employees is essential.

EIS Legacy is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.

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