[Hiring] HR Business Partner @Collectivus

Role Description

We are seeking a highly accountable, hands-on HR Business Partner to work remotely with leaders and employees across Collectivus Companies (Southern Hobby Distribution, Dragon Shield, Sales First Distributing, & Sorted). This individual will combine strong HR execution with practical business judgment, proactively identifying needs, moving with urgency, and navigating ambiguity while building trusted partnerships with people leaders. The role requires someone who can work through operational details and elevate to strategic conversations that improve business outcomes.

Key Responsibilities

• Business Partnership & Leadership Coaching:
  • Build credible relationships with people leaders; understand operating priorities, workforce challenges, and team dynamics.
  • Provide direct, practical counsel on performance, accountability, engagement, organizational effectiveness, and change, including for leaders of hourly teams.
• Proactive Problem Solving & Ownership:
  • Identify risks and opportunities before they escalate; independently assess options, recommend a path forward, align stakeholders, and execute with urgency.
  • Exercise sound judgment when facts are incomplete or processes are still evolving; escalate material risks promptly with proposed solutions.
• Employee Relations & Performance:
  • Lead sensitive employee relations matters, investigations, documentation, and resolution with consistency, discretion, and appropriate legal and policy guidance.
  • Coach managers through performance concerns, corrective action, and difficult conversations.
• Hands-On HR Operations:
  • Own high-quality, timely execution of day-to-day HR activities across jurisdictions, including onboarding, offboarding, contractor tracking and renewals, and end-to-end leave administration in coordination with payroll and benefits.
  • Remain close enough to the details to identify and correct breakdowns.
• Global Collaboration & Consistency:
  • Partner with People colleagues across regions to deliver responsive support and apply global standards while recognizing local requirements.
  • Surface gaps, clarify ownership, and improve cross-functional handoffs.
• Data Analytics & Continuous Improvement:
  • Leverage HR systems and multiple data sources to analyze workforce trends, identify opportunities for improvement, and develop actionable, data-driven recommendations.
  • Establish and monitor key performance indicators (KPIs), measure the effectiveness of People initiatives, and drive continuous improvement through measurable business outcomes.
• Process Improvement & Change Execution:
  • Simplify and strengthen HR processes, policies, systems, and employee experiences.
  • Lead or own assigned projects through implementation, communicating progress, resolving obstacles, and ensuring adoption.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or related field, or equivalent relevant experience.
• 6+ years of progressive HR experience, including direct partnership with managers and independent ownership of employee relations and operational HR matters.
• Demonstrated success in fast-paced, changing environments with competing priorities and limited structure.
• Strong working knowledge of employment law, HR compliance, investigations, and sound documentation practices; ability to recognize when specialist or legal guidance is needed.
• Ability to influence and constructively challenge leaders, communicate clearly, and translate HR considerations into business-focused recommendations.
• Proven ability to prioritize, make timely decisions, manage sensitive issues, and close the loop without extensive oversight.
• Advanced Excel skills and proficiency with HRIS and reporting tools; experience with UKG and Deel preferred.

What Success Looks Like

• Leaders seek out the HRBP early because they receive responsive, practical guidance and candid coaching.
• Issues are anticipated and resolved quickly, with clear ownership, sound judgment, and consistent follow-through.
• Operational HR commitments are accurate and on time, while recurring problems are addressed at their root.
• People insights lead to tangible improvements in manager effectiveness, employee experience, and business execution.