Hrbp

What you'll be responsible for:

The Human Resources Business Partner (HRBP) serves as a strategic and operational partner to company leadership, supporting the employee experience across multiple hospitality properties and corporate functions. This role is responsible for aligning people practices with business objectives while ensuring consistency, compliance, and strong team engagement across the organization.

The HRBP will partner closely with General Managers and department leaders to support employee relations, performance management, recruiting, onboarding, leadership development, compliance, organizational change, and workforce planning. This role is ideal for someone who thrives in a fast-paced, growing environment and can balance strategic thinking with hands-on execution.

Level and title may be adjusted based on candidate experience, leadership background, and overall fit.

Essential Duties and Responsibilities

The essential functions include, but are not limited to the following:

Employee Relations & Leadership Support

• Serve as a trusted advisor to managers and leadership teams across multiple properties
• Provide coaching and guidance on employee relations matters, performance concerns, conflict resolution, and disciplinary actions
• Support investigations and ensure consistent application of company policies and procedures
• Partner with leaders to improve team engagement, retention, and workplace culture

Talent Acquisition & Onboarding

• Support full-cycle recruiting efforts for property and corporate positions
• Partner with hiring managers and the Director of Hotel Operations on workforce planning and staffing strategies
• Develop recruiting and talent pipeline strategies tailored to rural and seasonal hospitality markets
• Build and maintain partnerships with local schools, colleges, workforce development organizations, and community groups to support ongoing staffing needs
• Identify creative sourcing strategies and community engagement opportunities to strengthen candidate pipelines across multiple markets
• Oversee onboarding processes to ensure a positive and compliant employee experience
• Maintain and improve onboarding documentation, workflows, and training processes

Performance Management & Development

• Assist in the administration of performance review processes and goal-setting initiatives
• Support development, coordination, and continuous improvement of training and professional development programs for property and corporate team members
• Support leadership development and management training programs
• Help identify talent gaps and succession planning opportunities
• Promote accountability and performance improvement practices across teams
• Partner closely with Operations and Accounting teams to support administration, tracking, and reporting of company KPI-driven bonus programs across multiple employee tiers

HR Operations & Compliance

• Ensure compliance with federal, state, and local employment laws across multiple states
• Maintain HR policies, employee records, and HRIS systems
• Partner with payroll and benefits vendors to support employee administration
• Assist with leave administration, accommodations, workers’ compensation, and unemployment matters
• Support audits, reporting, and HR documentation processes

Organizational Growth & Change Management

• Support organizational restructuring, process improvements, and company growth initiatives
• Assist in building scalable people operations and standardized HR practices
• Help drive communication and adoption of new policies, systems, and operational changes
• Participate in cross-functional projects that improve employee experience and operational efficiency
• Assist with cross-functional operational, administrative, and organizational initiatives as needed in a fast-paced, high-growth environment
• Support implementation and ongoing administration of the Entrepreneurial Operating System (EOS), including accountability tracking, meeting cadence coordination, process follow-through, and company-wide communication initiatives
• Support select cross-functional initiatives and operational projects across affiliated entities, including collaboration with Northbound Capital leadership and strategic business initiatives as needed

Success Measures

• Building strong, trusted partnerships with managers and employees across all levels of the organization
• Supporting consistent staffing levels and improving recruiting outcomes across multiple markets and properties
• Creating scalable, efficient HR and operational processes that improve consistency and employee experience
• Helping leaders navigate performance management, employee relations, and organizational change effectively and confidently
• Driving accountability and operational alignment through reporting, KPI tracking, and cross-functional collaboration
• Supporting compliance and reducing organizational risk across multi-state operations
• Contributing to a positive, engaged, and high-performing workplace culture during periods of growth and change
• Improving onboarding, communication, and training processes to support employee retention and leadership development

Qualifications

• Bachelor’s degree in Human Resources, Business, Psychology, or related field preferred
• 3–7+ years of progressive HR experience
• Hospitality, multi-site, or high-growth company experience strongly preferred
• Strong knowledge of employment law and HR best practices
• Experience handling employee relations and manager coaching independently
• Comfortable balancing strategic initiatives with administrative execution
• Experience with HRIS systems and technology-driven workflows
• Excellent communication, organization, and problem-solving skills

Preferred Attributes

• Collaborative and approachable leadership style
• Strong emotional intelligence and sound judgment
• Ability to build trust quickly with managers and employees
• Comfortable working in ambiguity and fast-changing environments
• Process-oriented with a continuous improvement mindset
• Passion for hospitality, culture-building, and employee development