People Business Partner
Capital III
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Job summary
Capital III is seeking a People Business Partner to serve as a trusted, hands-on partner to leaders and teams in Hutchinson, KS. The role focuses on coaching managers, strengthening performance, and ensuring effective People programs in real-world settings.
You'll collaborate with the People Operations Leader to bring strategy to life within partner teams, while feeding insights back to the People Team for continuous improvement.
Qualifications
- Approximately 3–5 years of HR generalist, HRBP, or related experience.
- Experience supporting performance conversations, employee relations, investigations, and day-to-day People needs.
- Experience using HR technology, dashboards, people data, and Microsoft systems.
- Bachelor's degree in Human Resources, Business, or related field.
Responsibilities
- Partner with leaders to deliver people strategy and program design in partner teams.
- Coach managers on people issues, build capability, and guide development conversations.
- Manage employee relations and investigations with consistency and care.
- Develop and deliver people reports and data-driven insights for leadership.
- Ensure compliance with federal, state, and local regulatory requirements in partner teams.
Skills
Education
Tools
Job description
Build trust. Coach leaders. Strengthen teams.
This role includes regular work within our Hutchinson downtown office and at Hutchinson Correctional Facility and requires the ability to meet Kansas Department of Corrections security and access requirements.
At Capital III, we believe great people practices happen closest to the people and leaders doing the work.
As our People Business Partner, you'll be a trusted, hands‑on partner to leaders and team members who help managers lead well, navigating employee relations with consistency and care, strengthening performance and development, and making sure our People programs work in the real world.
You’ll work closely with our People Operations Leader to bring People strategy to life within the businesses you support. Just as importantly, you'll bring what you're seeing and hearing back to the People Team so we can continue improving how we serve our leaders and team members.
This is where business partnership, manager coaching, and the employee experience come together.
You’ll have the opportunity to:
- Coach leaders; helping managers build the confidence and capability to lead people well rather than simply giving them the answer.
- Navigate employee relations; supporting performance coaching, workplace concerns, investigations, discipline, and terminations with sound judgment, consistency, and care.
- Strengthen performance and talent; supporting performance reviews, 1:1s, talent reviews, succession planning, development, and meaningful feedback.
- Align People operations activities; understanding what leaders are trying to accomplish and helping People programs support those business priorities.
- Use data to tell the story — identifying patterns through people metrics, employee feedback, and operational insights and helping leaders understand what those patterns mean.
- Contribute to better People programs — bringing ground‑level feedback into People product and program‑development conversations and executing assigned workstreams as scope is defined.
- Capital III operates across businesses and environments where strong leadership, healthy teams, and trusted relationships matter.
- Our People Operations Leader helps set the strategic and operational direction. The People Business Partner helps make that strategy real at the ground level.
- This role exists to provide leaders and team members with a consistent People partner who understands the business, stays connected to what is happening day‑to‑day, and knows when to coach, consult, elevate, or act.
Support the People Operations Leader in delivering people strategy within partner teams — serving as the operational extension of that partnership.
- Meet regularly with business leaders to understand their priorities, challenges, and day‑to‑day people needs, surfacing insights and patterns to the People Operations Leader to inform strategy.
- Contribute input on which people activities are most relevant to partner teams’ current needs; execute the sequencing and delivery of people programs as directed by the People Operations Leader.
- Partner with People Team leadership to implement company‑wide strategies within partner teams, bringing ground‑level observations into program design conversations.
- Monitor the effectiveness of people programs within partner teams; surface findings and anomalies to the People Operations Leader for strategic response.
- Support the People Operations Leader n workforce planning conversations: providing ground‑level data on team member readiness, headcount activity, and organizational dynamics within partner teams.
- Execute assigned workstreams for partner teams under the direction of the People Operations Leader; may contribute to Capital III people product development as scope is defined.
- Provide ground‑level partner teams feedback to inform people product design and rollout, ensuring programs reflect what team members and managers are actually experiencing.
Support leadership effectiveness and people culture by partnering with managers on day‑to‑day people‑related matters, development conversations, and performance management.
- Consult and coach partner teams’ line managers on people issues, building their capability and confidence to handle people‑related matters directly over time.
- Choose when to coach, when to consult, and when to act, calibrating the right level of involvement for each situation.
- Identify coaching opportunities across partner teams’ leadership team and surface them to the People Operations Leader; deliver assigned learning interventions as directed.
- Reinforce culture through manager development: support managers in running effective performance conversations, giving feedback, setting expectations, and supporting team member growth.
- Partner with managers through talent review, succession planning, and performance calibration cycles, building their fluency in these processes over time.
- Steward the performance management cycle for partner teams including performance reviews, regular check‑ins, 1:1s, and talent reviews, ensuring each process is structured, consistent, and connected to real development outcomes.
- Execute assigned L&D programs as part of the Capital III people products roadmap; connect leaders and team members to relevant growth opportunities.
- Support LMS administration and track development progress against prescribed development tracks.
Manage the relationship between partner teams’ leadership and its workforce — from time‑sensitive issues to cyclical programs that shape the everyday employee experience.
- Steward employee relations for partner teams: advise, document, and support performance coaching, investigations, workplace conduct, health and safety incidents, discipline, and terminations with consistency and care.
- Manage the eNPS/Team Member NPS cycle end‑to‑end for partner teams: survey administration, results analysis, and facilitating action planning with partner teams’ leaders using the “this is what we heard / this is what we’re doing” framework.
- Manage onboarding and orientation for partner teams’ new hires, ensuring every team member feels valued and set up for success from day one.
- Partner on new hire requisitions: define target levels, support role leveling for new hires and promotions, and contribute to job description and score sheet development.
- Maintain consistent presence at partner teams’ facilities; connect regularly with team members and leaders to surface wins and identify areas to improve.
- Build and deliver people reports and communications in support of partner teams’ leadership; maintain metric tracking on the required cadence (weekly, monthly, quarterly).
- Ensure compliance with federal, state, and local regulatory requirements across all partner teams’ people practices.
- Approximately 3–5 years of HR generalist, HR business partner, or related field of experience
- Experience supporting performance conversations, employee relations, workplace investigations, and other day‑to‑day People needs.
- Experience using HR technology, dashboards, people data, and Microsoft systems.
- Ability to operate effectively in a fast‑paced environment where priorities may shift based on business needs.
- Bachelor's degree in Human Resources, Business, or a related field preferred.
- Relevant experience that demonstrates the capabilities needed for the role will also be considered.
- Strong manager coaching and consultation skills.
- Sound judgment, discernment, and discretion.
- Strong written and verbal communication.
- Emotional intelligence and the ability to read people, situations, and organizational dynamics.
- Business acumen and the ability to communicate in the language of the business rather than HR jargon.
- Comfort working with HR metrics, dashboards, and business data.
- Structured, fact‑based problem solving.
- Ability to balance competing priorities while remaining responsive and dependable.
- Confidence using technology without allowing systems to replace personal judgment and relationships.
- Compensation frameworks, job leveling, or total rewards.
- Talent reviews and succession planning.
- Learning and development programs or LMS administration.
- Experience contributing to People‑program or HR‑product development and supporting implementation.
- Manufacturing, industrial, operations, or other frontline workforce environments.
- Experience supporting multiple business units, entities, facilities, or operating environments.
- A coach who builds manager capability rather than simply giving answers.
- A business partner who wants to understand how the operation actually works.
- A trusted listener who can build credibility with leaders and team members alike.
- A problem solver who gathers facts, sees patterns, and brings thoughtful options forward.
- A steady presence who can navigate difficult conversations with empathy and sound judgment.
- A cloud‑to‑ground operator who can contribute thoughtfully to strategic conversations and translate direction into hands‑on execution.
- A learner who asks good questions, welcomes feedback, and continually improves.
- A connector who understands that strong relationships and strong business performance belong together.
We believe great People Business Partners consistently demonstrate:
- Character: Leading with integrity, humility, honesty, and accountability.
- Connection: Building trust‑based relationships with employees, vendors, tenants, and stakeholders.
- Competence: Bringing technical expertise, sound judgment, and operational excellence to every decision.
- Commitment: Showing dedication to people, purpose, and results while pursuing continuous improvement.
- Successful completion of required security screening, including a background check and fingerprinting.
- Required security and facility training.
- Compliance with controlled‑access and identification procedures.
- Adherence to facility protocols for security, incident reporting, and response.
- Comfort working within an environment that utilizes security personnel, controlled access, surveillance systems, and other physical‑security measures.
- We’ll help ensure you understand the requirements and expectations associated with working in this environment as part of the selection and onboarding process.
Our strength as an organization comes from our belief that business should create more than economic capital — it should also create social and spiritual capital.
We believe in doing well and doing good for our customers, team members, suppliers, and communities. Throughout Capital III, you’ll see an organization built around Character, Connection, Competence, and Commitment — lived out through service, relationships, excellence, and entrepreneurial stewardship.
We’re still pursuing what it means to live those principles well, and we want people who are excited to help us continue getting better.
If you are looking for an opportunity to move beyond transactional HR, build trusted relationships with leaders and team members, coach managers, solve meaningful people challenges, and see the impact of your work where the business happens, we’d like to hear from you. At Capital III, we’re not simply looking for someone to administer HR processes. We’re looking for a People Business Partner who will help leaders lead well, help people thrive, and help strengthen the businesses and communities we serve.
Capital III Services provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, or any other characteristics protected by federal, state or local laws.
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