Human Resources Business Partner

Cook & Boardman, LLC; Colorado; On-site; USD 120,000 - 180,000; Full time

Job summary

Cook & Boardman, LLC seeks an HR Business Partner to serve as a strategic partner to the Regional Director and leadership team in Colorado. The role translates business goals into workforce strategy, leads regional talent initiatives, and supports succession planning while balancing enterprise HR standards with regional needs.

The regional HRBP will own workforce analytics, participate in hiring decisions for key regional roles, guide M&A onboarding, and manage escalated employee relations in

Qualifications

• 7–10 years of progressive HR experience including regional leadership.
• Multi-site or multi-state HR experience required.
• SHRM-SCP or SPHR preferred; CP/PHR considered with strong regional/multi-site leadership.
• Bachelor's degree in a related field preferred.

Responsibilities

• Partner with regional leadership on workforce planning, org design, and talent strategy.
• Lead HR integration and onboarding for acquisitions within the region.
• Advise regional and senior leadership on turnover, engagement, and staffing trends.
• Manage escalated employee relations issues with Corporate and regional teams.
• Maintain regional compensation programs and wage/hour audits within the region.
• Provide day-to-day coaching and guidance to regional managers.

Skills

HR leadership

Strategic planning

People analytics

Interviewing

Employee coaching

Stakeholder management

Education

Bachelor's degree in HR/Business

Job description

The Human Resources Business Partner (“HRBP”) is a strategic partner to the business, aligning HR strategy with regional priorities in close collaboration with the Regional Director and regional leadership team. The Regional HRBP translates business goals, growth, retention, and operational performance, into workforce strategy, leads regional M&A integration and change initiatives, and takes an active role in hiring decisions for key regional positions. The role reports on a solid line to the Senior Director, Human Resources and on a dotted line to the Regional Director, balancing enterprise HR consistency with regional business needs. While the Regional HRBP remains engaged in escalated employee relations matters, day-to-day case management is not the primary focus of the role, the emphasis is on regional strategy, talent, and organizational effectiveness.

Essential Functions

Strategic & Regional Leadership

• Partner with the Regional Director and regional leadership team on workforce planning, org design, and talent strategy aligned to regional business goals
• Translate regional business priorities — growth, margin, retention — into HR strategy and actionable plans
• Own regional people-metrics reporting (turnover, engagement, staffing levels) and advise the Regional Director and Senior Director, Human Resources on trends and recommended actions
• Lead change management for regional initiatives, including restructures, new location openings, and systems rollouts
• Represent the region's needs to Corporate HR Centers of Excellence (Talent, Total Rewards, L&D) and help adapt corporate programs to regional realities
• Support the ongoing maintenance and facilitation of the companywide succession planning program within the region

Talent & M&A

• Actively interview and assess candidates for key regional hires; this is a direct evaluative role in the selection process, distinct from the scheduling and administrative steps owned by the Recruiting team
• Serve as the point-partner for HR integration of mergers and acquisitions within the region, owning onboarding and initial training for newly acquired locations
• Where acquisition volume or timing becomes more than one HRBP can reasonably manage, partner with the Senior Director, Human Resources to determine additional support or reassignment — this remains the default owned responsibility for the region

Employee Relations & Compliance

• Manage and resolve escalated or complex employee relations issues as they arise, partnering with the Senior Director, Human Resources on precedent-setting matters — this is an as-needed responsibility, not the majority of the role
• Conduct thorough, objective workplace investigations at branch locations as needed
• Proactively manage legal risk, partnering with Corporate Operations on safety and risk programs and policies
• Help ensure manager and employee compliance with company guidelines and governmental regulations across the region
• Provide day-to-day performance management guidance (coaching, counseling, career development, disciplinary actions) to regional managers

Programs & Field Presence

• Support wage and hour audits and help maintain compensation programs and pay grades within the region
• Support the development and maintenance of regional training and development programs, partnering with the L&D team
• Support companywide health and wellness initiatives at the regional level
• Partner with regional managers and employees to strengthen work relationships, build morale, and improve productivity, employee engagement and retention
• Maintain a regular in-branch presence — a minimum of 25% of time monthly — to build relationships and stay close to the business; travel as frequently as business need allows
• Take on additional strategic HR initiatives and projects as assigned

Minimum Qualifications

• Bachelor's degree preferred (Human Resources, Business, Psychology, or Organizational Development preferred)
• SHRM-SCP or SPHR preferred; SHRM-CP/PHR considered with a strong track record of regional or multi-site HR leadership
• Minimum 7–10 years of progressive HR experience, including direct experience advising senior or regional leadership
• Multi-site or multi-state HR experience required

Knowledge, Skills and Abilities

• Strong business acumen; able to connect regional performance data to workforce strategy and decisions
• Comfortable operating within a matrixed reporting structure, balancing priorities between the Senior Director, Human Resources and the Regional Director
• Executive presence and the ability to influence senior regional leadership
• Working knowledge of multi-state employment law
• Strong understanding of M&A HR integration practices
• Skilled interviewer, able to assess candidates for key and leadership-level hires
• Strong conflict management and interpersonal skills, including the ability to influence without direct authority
• Self-directed and motivated, requiring minimal day-to-day supervision
• Ability to travel 25–35% of the time, including a minimum of 25% monthly to branch locations

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this role, the employee is regularly required to talk, hear, and see. The employee is frequently required to stand, walk, use hands to handle or feel objects, and reach with hands and arms. This role requires frequent lifting of items weighing 5–25 pounds and occasional lifting of up to 50 pounds. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions of this position.

Work Environment

The work environment characteristics described here are representative of those an employee may encounter while performing the essential functions of this job. This position operates in both a professional office setting and a warehouse environment. The role routinely uses standard office equipment, including computers, phones, photocopiers, filing cabinets, and fax machines. Occasional travel to project sites may be required. Warehouse conditions include proximity to forklifts and other heavy machinery and the use of various tools and hardware. Employees may be subject to frequent heavy lifting and exposure to variable weather conditions, including extreme heat and cold. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions of this position.

Qualification Requirements

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed in this job description are representative of the knowledge, skills, and/or abilities required to fulfill the essential functions of the role. This job description is not intended to be an exhaustive list of all duties, responsibilities, or qualifications associated with the position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions in accordance with the Americans with Disabilities Act (ADA) and applicable state and local laws.