Human Resources Business Partner II

Vida HR; Fort Collins (CO); On-site; USD 70,000 - 85,000; Full time

Job summary

Vida HR seeks an HR Business Partner II to deliver expert HR consultation and administration for the Colorado market and remote clients. You will partner with client leadership, analyze trends with the HR Team, and ensure regulatory compliance and effective employee relations.

You will manage onboarding, FMLA, performance management, investigations, and policy guidance while supporting workforce planning, training, and exit analyses for assigned clients.

Qualifications

• Excellent verbal and written communication skills.
• Strong analytical and problem-solving abilities.
• Proven ability to handle complex employee relations matters and investigations.
• Knowledge of FLSA and state wage/hour laws, regulatory compliance.
• Experience with onboarding, performance management, and HR processes.

Responsibilities

• Serve as main HR contact for assigned clients and drive service delivery with Client Success Manager.
• Consult with client management, provide HR guidance, and track metrics to inform solutions.
• Lead investigations and prepare reports with recommended actions.
• Ensure compliance with federal/state laws and maintain HR policies.
• Oversee onboarding, FMLA, manager training, and employee relations initiatives.
• Support staffing plans, workforce planning, and succession planning.

Skills

Communication

Interpersonal skills

Organization

Legal/regulatory knowledge

HR systems

Time management

Education

Bachelor's degree

SHRM-CP or PHR

Tools

Microsoft Office

Job description

Purpose

The Human Resources Business Partner II position is responsible for providing excellent Human Resources consultation and administration services with exceptional quality and care. This position will support the Colorado market as well as support remote clients in other geographic locations.

Essential Responsibilities

• Serves as main point of contact for assigned PEO/HRO clients, including identification of services available that may be beneficial to the client, facilitating new service implementation as assigned, sending support tickets for client system issues, and ensuring overall client satisfaction in collaboration with Client Success Manager.
• Consults with assigned client management teams, providing HR guidance as appropriate.
• Analyzes trends and metrics in partnership with the HR Team to develop solutions, programs, and policies.
• Under the guidance of the Regional Manager, Human Resources, and Director, Employee Relations, manages and resolves complex employee relations issues. Conduct workplace investigations: report out on investigative results and take appropriate action based on the results of each investigation.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance, e.g., FLSA, state-specific wage and hour law, state disability programs, etc.
• Provides day-to-day performance management guidance to client management personnel (e.g., coaching, counseling, career development, disciplinary actions). Drafts related documents upon request for client review and use.
• Manage the onboarding process for all new hires in collaboration with the Onboarding team.
• Manage the FMLA process, tracking and compliance.
• Coordinate training for managers and employees on employment practices, policies, HR compliance, performance management, conflict resolution and any other topics related to the employee relations function.
• For assigned clients, perform exit interviews with employees leaving the company; conduct analysis on turnover reasons and suggest solutions to improve regrettable turnover.
• Ensure the required federal and state labor posters are posted at each physical business location and remote locations assigned in collaboration with the Compliance Department.
• Lead projects for HR as it relates to this function or other aspects of HR Operations.
• Provides HR policy guidance and interpretation in collaboration with senior HR management and Compliance Department as needed.
• Provides guidance and input on business unit restructures, workforce planning, and succession planning.
• Provides guidance and input, as well as development, of compensation and total rewards for assigned clients and acts as Project Lead for compensation and total rewards projects with HRBP I staff.
• Responsible for action, follow up, and documentation on a monthly basis in the Client Health Check for assigned clients, and bi-monthly discussion as scheduled.
• Responsible for completion of new client Implementation tasks as assigned in the project management tool, including checking off completed items.
• Responsible for completion of identified action items and follow up from audits completed by Compliance Department for assigned clients.
• Performs other related duties as assigned.

Required Skills/Abilities

• Excellent verbal and written communication skills.
• Excellent interpersonal and customer service skills.
• Excellent organizational skills and attention to detail.
• Ability to research, comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
• Ability to acquire a thorough understanding of assigned client's organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong analytical, critical thinking, and problem-solving skills.
• Proficient with Microsoft Office Suite and/or related software.

Education and Experience

• Minimum of five (5) years of progressive HR experience.
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws.
• Bachelor's degree preferred but can be substituted for relevant experience.
• SHRM Certified Professional (SHRM-CP) or PHR certification required.

Travel

• Occasional to sometimes frequent travel to client locations to address on-site HR incidents or attend client meetings. Mileage is tracked for reimbursement.

Status

Full-Time

Classification

Exempt

Salary Range

$70,000-$85,000