Human Resource Business Partner

Wright Service Corp.; West Des Moines (IA); On-site; USD 65,000 - 90,000; Full time

Job summary

Wright Service Corp. in the United States is seeking an experienced HR Business Partner to support leaders by independently managing moderately complex employee relations matters and performance management.

You will analyze trends, contribute to workforce planning, support change initiatives, and drive HR process improvements to ensure compliant practices. Responsibilities include guiding policy interpretation, conducting investigations, coaching on performance management, and collaborating with

Qualifications

• Bachelor's degree required, preferably in Business, HR Management, or related field.
• Minimum 3–5 years of progressive HR experience across multiple functions.
• Experience independently supporting employee relations, performance management, investigations, and manager guidance.

Responsibilities

• Provide guidance on HR policies and employment legislation for assigned divisions.
• Lead investigations for routine to moderately complex employee relations matters.
• Analyze HR data to identify trends and recommend solutions.
• Support workforce planning and retention initiatives.
• Collaborate with management and third-party vendors on unemployment claims and hearings.
• Maintain confidentiality and uphold Wright’s safety culture.

Skills

Employment law knowledge

Policy interpretation

Investigations

Employee relations coaching

Data analysis for HR trends

Communication with management

HR systems usage

Education

Bachelor's degree in Business or HR Management

HR certification

Tools

HRMS/HRIS

Background check services

Employment verification services

Records management

Microsoft Office Suite

Adobe Acrobat

Job description

Job Summary:

The HR Business Partner serves as an experienced HR partner supporting leaders by independently managing moderately complex employee relations matters and performance management activities. This role explores people trends within assigned divisions to inform recommendations, contributes to workforce planning and retention efforts, supports change initiatives, and drives process improvements to ensure consistent, compliant HR practices.

• Provide guidance and interpretation of HR policies and employment legislation for assigned divisions; promote consistent application within established practices and elevate higher-risk or complex matters as needed.
• Maintain a strong knowledge of federal, state, and local employment laws and regulations; interpret routine to moderately complex changes and consult with HR Leadership as needed prior to advising the business.
• Provide recommendation and guidance regarding performance management, which includes coaching, counseling, disciplinary actions and separations for routine to moderately complex situations, with periodic consultation with senior HR team members as needed.
• Resolve employee relations issues and address grievances by leading thorough, objective investigations involving routine to moderately complex matters with guidance as needed; document findings, assess risk, and recommend appropriate next steps.
• Analyze HR and business data for assigned divisions to identify trends, gaps, and contributing factors; recommend practical solutions aligned to policy and practice, track outcomes, and support adjustments in partnership with divisional leadership.
• Facilitate regular meetings with management teams and leadership to provide HR support and guidance, including alignment on action items, accountability for follow-up, and monitoring progress.
• Build and maintain partnerships with management teams to strengthen morale and advance productivity and retention initiatives.
• Provide guidance on job changes, restructures, workforce planning, and retention strategies for routine to moderately complex scenarios, outlining options and making recommendations.
• Collaborate with managers and employees to complete both onboarding and offboarding initiatives, including employment eligibility documentation and compliance requirements; identify and suggest process improvements to increase efficiency and consistency.
• Identify training opportunities, and partner with relevant departments to align content, delivery, and follow-up to ensure objectives are being met and business needs are supported.
• Partner with management and third-party vendor to represent the company on unemployment claims and hearings; identify gaps, propose solutions, and assist in updating process documentation.
• Support change initiatives by ensuring appropriate communication, training, and adoption plans are in place for assigned areas and aligned to established implementation plans.
• Maintain strict confidentiality and professional judgment in all matters.
• Support, actively participate, and act in accordance with Wright’s culture of safety and employee ownership.
• Comply with applicable federal, state, and local laws; follow all company policies and procedures.
• Maintain regular and punctual attendance at work and meetings.

Knowledge, Skills & Ability Requirements:

• Established working knowledge of EEOC, Title VII, Family Medical Leave Act, Americans with Disabilities Act, federal and state employment legislation, and Company policies and procedures.
• Proficient with Microsoft Office Suite, and Adobe Acrobat products.
• Ability to communicate effectively with management and employees; strong customer service skills and ability to build rapport and trust.
• Ability to make independent decisions and resolve routine to moderately complex employee relations issues with periodic consultation with senior HR team members; handle sensitive matters with discretion and sound judgment.
• Strong organizational skills and the ability to manage multiple tasks and projects simultaneously while maintaining attention to detail.
• Proficient with HR information systems and ancillary systems/software effectively, including but not limited to HRMS/HRIS, background check services, employment verification services, and records management.
• Strong communication, coaching, training, and presentation skills; ability to influence at multiple levels.
• Data-driven mindset with the ability to analyze trends, identify contributing factors, and recommend practical solutions within assigned areas of responsibility.
• Ability to perform in a dynamic, fast-paced, and ever-changing environment.

Education, Certification & Experience Requirements:

• Bachelor’s degree required, preferably in Business, Human Resources Management, or related field.
• Minimum 3 – 5 years of progressive Human Resources experience across multiple functions.
• Demonstrated experience independently supporting employee relations, performance management, investigations, and manager guidance in a fast-paced environment preferred, particularly for routine to moderately complex matters.

Other Preferred Requirements:

• HR certification preferred.