Human Resources Business Partner (Human Resources)
"Make an Impact by Growing Our People and Teams"
Join us as a Human Resources Business Partner (HRBP) and help guide our organization through its next stage of growth. In this fully remote role, you'll partner directly with leaders to drive talent acquisition, strengthen employee relations, and shape retention strategies that keep top talent engaged. You'll also play a key role in developing our people, ensuring employees and leaders have the tools they need to succeed.
Ideal for hospitality, restaurant, or retail HR professionals
$65,000-$85,000 annually
PTO, Medical, Dental, Vision, Life, and 401k available
Job Description
Job Title: Human Resources Business Partner
Reports to: Head of Human Resources
FLSA Status: Exempt
Location: Remote, with some travel as needed for the business
Direct Reports: None
Department: Human Resources
JOB RESPONSIBILITIES:
The Human Resources Business Partner (HRBP) serves as a strategic advisor and hands-on support partner to field leaders across J&P Hospitality Management's hotel portfolio. This role is responsible for aligning HR practices with operational goals by actively engaging with General Managers, Area Managers, and Regional Vice Presidents. The HRBP plays a critical role in driving performance, coaching leaders, improving employee relations, supporting recruitment, and ensuring compliance with both federal and state-specific employment laws. This role requires proactive field engagement, agility in managing complex issues, and commitment to enhancing the employee experience across the organization.
ESSENTIAL FUNCTIONS:
· 5+ years of progressive HR experience, with a strong background in recruiting, employee relations, investigations, coaching, and compliance.
· Collaborates closely with hotel operations leadership to support HR strategies that improve recruitment, performance, retention, and culture.
· Leads the full-cycle recruitment of field management roles and provides indirect support for hourly hiring efforts when capacity allows.
· Leads onboarding for assigned Area Managers, General Managers, and Special Operations Managers, ensuring a consistent and engaging experience aligned with company culture, role expectations, and operational standards.
· Conducts in-market visits, climate checks, and employee investigations to evaluate workplace concerns and ensure legal compliance.
· Provides ongoing coaching, feedback, and performance guidance to hotel operations leadership, including support with corrective actions and development planning.
· Supports all levels of personnel actions, including hiring, terminations, promotions, disciplinary action, and documentation.
· Facilitates and monitors bench planning, workforce planning, and succession strategies across assigned regions.
· Acts as a mentor and subject matter expert to hotel and field leaders, offering guidance on recruiting, employee relations, compliance, and leadership development.
· Identifies HR training needs and delivers or coordinates sessions on topics such as misconduct prevention, compliance, documentation, performance, culture, and compliance.
· Partners with hotel operations leadership to drive employee engagement and address team dynamics or cultural concerns.
· Participates in weekly meetings and collaborates cross-functionally to align HR programs with operational goals.
· Maintains in-depth understanding of applicable employment laws at the federal level and in states where we operate, such as wage and hour laws, paid sick leave, rest and meal break compliance, predictive scheduling ordinances, protected leave laws, and pay transparency mandates. Proactively identifies risks and recommends solutions.
· Supports change management efforts, especially during hotel transitions or restructuring projects.
· Maintains accurate and timely records related to investigations, employee relations cases, and personnel decisions.
· Manages the unemployment claims process for assigned Area Managers and hotel personnel, including responding to claims, representing the company in hearings, and ensuring timely documentation and compliance with state regulations.
· Available outside traditional business hours--including nights, weekends, and holidays--as business needs arise.
· Performs other HR-related duties and special projects as assigned.
QUALIFICATIONS:
· 5+ years of progressive HR experience, with a strong background in recruiting, employee relations, investigations, coaching, and compliance.
· Demonstrated success in partnering with multi-site operations, ideally within hospitality, service, restaurants, or retail environments.
· Proven ability to coach field leaders, influence behavior, and manage performance constructively.
· Advanced knowledge of federal and multi-state employment laws and HR best practices.
· Proficient in Microsoft Office Suite and comfortable using HRIS/ATS platforms. Experience with case management software a plus.
· Strong organizational and time management skills with the ability to prioritize competing demands.
· Effective verbal and written communication skills, with the ability to tailor messages to diverse audiences.
· Strong presentation skills.
· High level of discretion, sound judgment, and commitment to confidentiality.
· Bachelor's degree in Human Resources, Business Administration, or related field preferred.
· SPHR, SHRM-SCP, PHR, or SHRM-CP certification preferred.
REQUIREMENTS:
· Ability to travel up to 10%, including with limited or no advance notice, and willingness to stay multiple nights as needed.
· Work schedule may vary based on business needs, including evenings, weekends, and holidays.
· Must possess and maintain a valid driver's license and Real ID-compliant identification.
· Must be able to travel by car and commercial air.
· Prolonged periods of computer use and phone-based communication. Some lifting up to 25 lbs. may be required during travel or events.
· Must maintain a professional appearance and demeanor appropriate for a business setting.
· Must be able to perform the essential functions of the position, with or without reasonable accommodation.
· Must be able to successfully complete a criminal background check in accordance with applicable federal, state, and local laws and company policy.
J&P Hospitality/Asset Management is an equal opportunity employer and does not discriminate against otherwise qualified applicants based on race, color, creed, religion, ancestry, age, sex, marital status, national origin, disability or handicap, or veteran status.
J&P participates in E-Verify
