HR Business Partner

HR Business Partner

The HR Business Partner (HRBP) is a field-aligned, judgment-intensive role at the heart of ATI Restoration's HR service delivery model. Operating within Tier 2 of ATI's HR service delivery framework, HRBPs own the business relationship between Human Resources and thefield — serving as the primary HR resource for people managers, field leaders, and employees within their assigned geographic division.

Reporting to the Senior Director, Human Resources, the HRBP is responsible for translating enterprise HR strategy into practical, field-level support. Thisincludes proactive partnership with divisional leaders on employee relations, performance management, workforce planning, and organizational effectiveness, as well as direct coaching and guidance to people managers navigating complex people situations.

The HRBP is the face of HR in the field. They build trust with operational leaders, respond to employee concerns with sound judgment and urgency, and hold a high bar for consistency, documentation, and professional conduct. This is a role for a confident, experienced HR practitioner who can operate independently, make sound decisions under pressure, and represent the HR function with credibility in a fast-moving, field-intensive environment.

Principal Responsibilities

Job duties include, but are not limited to:

Field Partnership & Manager Support

• Serve as the primary HR point of contact for people managers and field leaders within an assigned geographic division, building trusted, consultative relationships that position HR as a valued business partner.
• Coach and advise managers on employee relations, performance management, corrective action, terminations, and workforce decisions — providing sound guidance that balances business need with legal compliance and employee fairness.
• Partner with divisional leaders on workforce planning, headcount management, organizational structure, and people strategy — helping them build and sustain high-performing teams.
• Serve as a visible, accessible HR presence in the field — traveling to branches and operational sites regularly to maintain connection with frontline leaders and employees.
• Identify trends, patterns, and systemic risks within the division and escalate or surface insights to the Senior Director, HR and VP, HR as appropriate.

Employee Relations

• Manage employee relations cases within the assigned division, including investigations, disciplinary matters, performance improvement plans, and conflict resolution — ensuring timely, thorough, and well-documented outcomes.
• Conduct workplace investigations with objectivity, discretion, and legal awareness, partnering with the ER Center and legal counsel as appropriate for complex or high-risk matters.
• Apply consistent ER practices and documentation standards across all cases, using shared tools and templates established by the HR team.
• Advise managers on how to address performance and conduct concerns early and constructively, reducing escalations and supporting a culture of accountability.
• Escalate high-risk, legally sensitive, or enterprise-level ER matters to the Senior Director, HR in a timely manner.

Performance Management

• Support the execution of ATI's performance management cycle within the assigned division — educating managers on the process, ensuring completion, and coaching on meaningful feedback delivery.
• Partner with managers to develop and manage Performance Improvement Plans (PIPs), ensuring documentation is complete, goals are measurable, and timelines are appropriate.
• Provide real-time coaching on performance conversations, progressive discipline, and documentation best practices.
• Identify performance trends at the team or division level and partner with leaders on proactive intervention strategies.

Talent Acquisition Partnership

• Serve as the division's primary liaison to the Talent Acquisition team — communicating hiring needs, urgency, and role context in a structured and timely manner.
• Partner with hiring managers to ensure they are prepared for interviews, aligned on candidate profiles, and engaged in a consistent, compliant hiring process.
• Facilitate onboarding partnership for new hires within the division, ensuring smooth handoffs from TA, proper first-day setup, and early manager check-ins.
• Provide market and workforce insight to TA to support sourcing strategy for hard-to-fill or high-volume field roles.

HR Policy & Compliance

• Serve as a knowledgeable resource for HR policy interpretation and application within the division, ensuring consistent adherence to ATI's policies and applicable employment law.
• Partner with the ER Center on LOA administration, ADA interactive process, and workers' compensation matters for employees in the assigned division.
• Support compliance-related activities including required training, documentation retention, and audit preparation.
• Maintain current knowledge of multi-state employment law, particularly in states represented within the assigned geographic footprint.

Data, Reporting & HR Operations

• Maintain accurate and current documentation for all HR activity within the division, including ER cases, performance actions, and workforce changes.
• Pull and review HR data reports relevant to divisional workforce health — including turnover, headcount, ER trends, and open positions — and use data to inform decisions and conversations with business leaders.
• Partner with HR technology and operations teams to ensure HRIS data integrity for the assigned division.
• Participate in HR team meetings, calibration sessions, and collaborative initiatives as directed by the Senior Director, HR.

General HR Responsibilities

• Support company-wide HR programs, initiatives, and projects as assigned by the Senior Director or VP, HR.
• Participate in cross-divisional HR team coordination, knowledge sharing, and continuous improvement efforts.
• Perform other related duties as assigned.
• Promote the One HR model by actively working affectively with the entire HR team to support company goals.

Education & Experience

• Minimum of 4–7 years of progressive HR experience, with a strong emphasis on HR business partnering, employee relations, and field or operational HR support.
• Demonstrated ability to manage employee relations cases independently, including investigations, disciplinary actions, and performance management, with a high standard for documentation and follow-through.
• Experience partnering with frontline and operational managers in a fast-paced, multi-site, or field-intensive environment strongly preferred.
• Working knowledge of multi-state employment law and HR compliance obligations.
• Proficiency in Microsoft Office Suite and HRIS platforms; experience with ADP Vantage or comparable systems preferred.
• Experience in restoration, construction, property services, or a similarly field-intensive industry is a strong plus.
• Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent professional experience.
• PHR or SHRM-CP certification preferred; SPHR or SHRM-SCP a plus.

Core Competencies

• HR Business Partnership & Manager Coaching
• Employee Relations Judgment & Case Management
• Performance Management & Corrective Action
• Field & Operational Awareness
• Multi-State Employment Law & Compliance
• Talent Acquisition Collaboration & Onboarding Partnership
• Documentation Discipline & HRIS Accuracy
• Communication, Influence & Professional Credibility
• Independent Decision-Making & Sound Judgment
• Adaptability & Urgency in Complex Environments

Supervisory Responsibility

This position does not have direct supervisory responsibility. The HR Business Partner is expected to lead through influence — coaching and guiding people managers, field leaders, and peers without formal authority. The HRBP is accountable for the quality and consistency of HR support delivered within their assigned division and is expected to hold a high standard for manager capability and HR practice across their area.

Travel & Working Conditions

• Travel is expected approximately 25–35%, including regular visits to branches, field sites, and operational locations within the assigned geographic division.
• Travel may include overnight stays, regional leadership meetings, and occasional attendance at company-wide HR or all-hands events.
• This role requires flexibility in schedule to respond to urgent field HR matters, escalations, and time-sensitive employee relations situations.
• Work is performed in a combination of remote/hybrid, office, and field environments depending on divisional need and operational demand.