Senior Human Resources Business Partner

EIS; Denver (CO); On-site; USD 110,000 - 150,000; Full time

Job summary

EIS is seeking a Senior HR Business Partner to deliver hands-on, business-aligned HR support across multi-state operations. You will focus on manager coaching, employee relations, investigations, policy application, and integration activities related to acquisitions.

Spanish/bilingual capability is preferred to support our workforce. You will translate business priorities into people actions, own ER case management, and coach leaders on performance and policy consistency while partnering with

Qualifications

• 8+ years progressive HR experience with ER and investigations background.
• Experience across multi-site/multi-state operations preferred.
• Ability to influence leaders and drive consistent practices.
• Strong discretion, judgment, and calm under pressure.

Responsibilities

• Provide hands-on, business-aligned HR partnerships with leaders across multiple states.
• Own employee relations case management and workplace investigations (Level 1–2).
• Coach leaders on performance management, corrective action, and policy adherence.
• Support HR integration workstreams for acquisitions and onboarding post-close.
• Partner with HR Ops/Payroll to stabilize new payroll/benefits cycles after close.
• Maintain integration trackers and issue logs; drive timely closure.
• Assist with hiring processes, including requisitions, screening, and offers.

Skills

Employee relations

Investigations

Coaching

HRIS

Policy implementation

Change management

Tools

Dayforce

Job description

Position Description – Sr. HR Business Partner

Business Group/Dept: Human Resources

FLSA: Exempt

Reports To: Sr. Director of Human Resources

Purpose of the Position

The Senior HR Business Partner (Sr. HRBP) provides hands‑on, business‑aligned HR partnerships with leaders across a multi‑state, field‑heavy organization. This role is focused on manager coaching, employee relations, investigations, policy application and adoption, and supporting HR‑led M&A integration activities. Spanish/bilingual capability is preferred to effectively support our workforce.

• Serve as a trusted advisor to leaders on employee relations, performance management, workforce needs, and policy application.
• Translate business priorities into people actions that improve retention, performance, and accountability.
• Own ER case management and workplace investigations (Level 1–2), including intake, fact‑finding, documentation, findings, and recommended actions.
• Coach leaders on corrective action, performance management, conflict resolution, and consistent application of company policies.
• Escalate high‑risk matters (e.g., discrimination/harassment/retaliation, threats/violence, wage/hour, ADA/FMLA complexity, executive issues) to the Sr. Director of HR.
• Support HR integration workstreams for new acquisitions (people adoption, manager enablement, policy rollout, communications, training coordination).
• Partner with HR Ops/Generalist and Payroll leadership to ensure smooth onboarding and stabilization during the first payroll and benefits cycles post‑close.
• Maintain integration trackers and issue logs; follow up with stakeholders to close open items.
• Participate in structured HR inbox triage and case routing to ensure responsiveness.
• Contribute to continuous improvement of HR processes and templates to reduce rework and escalation volume.
• Support consistent implementation of policies, documentation standards, and required training across locations.
• Partner with operations leaders to support hiring execution for assigned locations, including requisition intake, screening support, interview coordination, offer process support, and adherence to hiring timelines and standards.
• Help build and maintain candidate pipelines for high‑volume and hard‑to‑fill roles by leveraging sourcing strategies, outreach, and agency management as needed; use hiring metrics (time‑to‑fill, time‑to‑contact, offer acceptance) to drive improvements.
• Travel to business units as needed to support investigations and acquisitions.
• Other duties as assigned.

Physical activities:

Sitting, typing, and working on a computer for extended periods. Occasionally lifting or carrying office materials weighing up to 20 pounds.

Personal Protective Equipment (PPE):

N/A

Safety Sensitive:

N/A

Travel:

Up to 35%

Minimum Qualifications:

• 8+ years progressive HR experience (strong ER and investigations background; multi‑site/multi‑state strongly preferred)
• Strong working knowledge of employment practices, investigations, documentation, and manager coaching
• Demonstrated ability to influence leaders and drive consistent practices across locations
• High discretion, strong judgment, and calm under pressure
• HRIS proficiency; ability to partner effectively with payroll/HRIS owners (Dayforce experience preferred)