[Hiring] HR Business Partner @Accelerated Brands

Role Description

The HR Business Partner (Employee Relations) serves as the primary HR advisor to field leadership on employee relations, performance management, workplace concerns, policy interpretation, and employment decisions. This role partners directly with Area Managers and operational leaders to assess employee concerns, conduct workplace investigations, provide guidance on corrective action, and ensure employment decisions are fair, consistent, well-documented, and aligned with company policy and applicable employment practices.

Key Responsibilities

• Employee Relations & Investigations
  • Serve as the primary HR point of contact for employee relations concerns within assigned markets.
  • Conduct timely, thorough, and impartial workplace investigations involving allegations such as harassment, discrimination, retaliation, threats or violence, theft, substance-related concerns, policy violations, misconduct, and other workplace concerns.
  • Interview employees, managers, witnesses, and other relevant parties and review supporting documentation, video, timekeeping records, or other available evidence.
  • Assess investigation findings and provide clear, consistent HR recommendations to operational leadership.
  • Maintain complete and accurate investigation documentation and case records.
  • Identify matters requiring escalation to senior HR leadership, Legal, or other appropriate partners.
  • Monitor employee relations trends and identify recurring concerns, leadership patterns, or organizational risks requiring broader intervention.
• Performance Management & Corrective Action
  • Advise field leaders on performance management and progressive discipline.
  • Review and approve counseling and corrective-action requests for consistency with policy, documentation, and prior practices.
  • Evaluate requests to skip steps within the progressive discipline process based on severity, history, and circumstances.
  • Review termination requests and determine whether sufficient documentation and business justification exist to support the proposed action.
  • Coach leaders on effective delivery of counseling, performance expectations, and difficult employee conversations.
  • Partner with leadership on performance improvement plans and other structured performance interventions.
• Leadership Consultation & Partnership
  • Build strong working relationships with Area Managers and other field leaders and serve as a trusted advisor on people-related matters.
  • Conduct recurring monthly 1:1 meetings with assigned Area Managers to proactively review employee relations concerns, performance issues, staffing-related people risks, and emerging trends.
  • Provide practical HR guidance that balances employee experience, operational needs, consistency, and organizational risk.
  • Help leaders distinguish between performance, conduct, attendance, policy, and leadership issues and determine the appropriate response.
  • Coach leaders toward greater ownership of day-to-day people management while providing HR support for higher-risk or complex situations.
  • Partner with Regional and senior operational leaders on significant employee relations matters and market-level trends.
• HR Case Management
  • Own assigned employee relations cases from initial intake through resolution.
  • Assess case priority and risk and ensure timely response according to established service expectations.
  • Gather required information from field leaders and employees and maintain appropriate case documentation.
  • Provide clear recommendations, outcomes, and next steps to relevant stakeholders.
  • Ensure related concerns are consolidated appropriately to identify patterns and avoid fragmented decision-making.
  • Track case aging, resolution times, misconduct categories, outcomes, and other employee relations metrics.
• Policy, Compliance & Risk Management
  • Interpret and apply company policies consistently across assigned markets.
  • Identify potential employment-law, compliance, retaliation, or employee-relations risks and escalate appropriately.
  • Support consistent application of company standards across operational leadership teams.
  • Identify gaps in policies, processes, manager training, or communication based on employee relations trends.
  • Partner with HR leadership on recommendations for policy and process improvements.
  • Support organizational initiatives designed to strengthen workplace culture, leadership accountability, and employee experience.

Benefits

• Competitive salary with growth potential.
• Comprehensive health insurance (medical, dental, and vision).
• 401(k) plan with company matching.
• 120 hours of paid time off after 90 days.
• Professional development opportunities, including continued education and industry conferences.
• Flexible work arrangements, with options for remote work or flexible hours.