Human Resources Business Partner

HUMAN RESOURCES BUSINESS PARTNER

REPORTS TO: SR PEOPLE OPERATIONS MANAGER

STATUS: EXEMPT

Summary

Boot Barn is where community comes first. We thrive on togetherness, collaboration, and belonging. We build each other up, listen intently, and implement out-of-the-box ideas. We celebrate new innovations, congratulate one another's achievements, and most importantly support each other.

At Boot Barn, we work together to make a positive impact on the world around us, and by working collectively with encouragement, we consider ourselves "Partners." With the values of the West guiding us, Boot Barn celebrates heritage, welcomes all, and values each unique Partner within our Boot Barn community.

Our vision is to offer everyone a piece of the American spirit - one handshake at a time.

The Human Resources Business Partner (HRBP) aligns business objectives with employees and leadership across designated business units. This role serves as a trusted advisor and subject matter expert, providing guidance, training, and support to proactively address and resolve employee relations matters, including complex workplace investigations. The HRBP partners closely with business leaders and HR functions to develop and implement integrated, people-focused solutions that support organizational goals. This position plays a critical role in anticipating and addressing HR-related needs, fostering strong partnerships across the HR function, and delivering value-added service that enhances the employee experience while supporting business performance.

Essential Duties and Responsibilities

• Manage and resolve complex employee relations issues by conducting effective, thorough and objective investigations. Utilize the Company's Employee Relations (ER) case management and investigation platform to document case activity, maintain accurate records, and track case progress from intake through resolution.
• Partner with People Operations Manager on legal issues related to HR.
• Maintain strong working knowledge of federal, state, and local employment laws to ensure compliance and proactively reduce legal exposure.
• Provide strategic and day-to-day performance management guidance to leaders, including coaching, employee development, corrective action, and policy application.
• Partner with business leaders to strengthen employee engagement, improve team effectiveness, and drive retention and organizational performance.
• Lead and support annual performance review process, including facilitating performance discussions and guiding leaders through evaluations and development planning.
• Serve as a trusted advisor on Company policies, procedures, programs, and applicable laws, ensuring consistent interpretation and application.
• Build strong, collaborative relationships with Field Leaders and HR Sub-Departments to support alignment and effective resolution of employee and business issues.
• Act as a liaison between HR and the Field, ensuring clear communication of updates and leading cross-functional efforts to resolve escalated employee concerns.
• Analyze trends in employee relations data and provide insights and recommendations to leadership to improve workplace practices and reduce risk.
• Develop and maintain strong business acumen by learning the organization's operations, goals, and challenges, and applies this knowledge to inform HR guidance and decision-making.
• Identify opportunities to enhance HR policies, processes, and programs to improve efficiency, consistency, and employee experience.
• Ensure all actions and decisions align with Company policies, values, and applicable laws and regulations.
• Demonstrates a high level of professionalism, quality of work, reliability, and effective communication and teamwork.
• Perform any other duties that may be assigned by management.