Human Resources Business Partner, Design

Position: Human Resources Business Partner, Design

Position Location: Remote - work virtually from anywhere in the United States

Job Summary

We are seeking an experienced HR Business Partner who will serve as a strategic advisor to the Design team, an established, highly knowledgeable, and fact-driven organization. As the team continues to develop its HR partnership model, this role requires an experienced, high-performing HRBP who can quickly build trust, establish credibility, and provide thoughtful, data-informed guidance. The HRBP will also provide direct, practical coaching; help leaders navigate difficult employee situations; and ensure that the right talent is identified, developed, and positioned for future growth.

This is a high-impact HRBP position within a dynamic, results-driven business unit, requiring a confident and resilient partner who can operate effectively with a high degree of autonomy. The client groups support and maintain strong, independent operating norms and may not always default to established HR frameworks; the successful candidate will be adept at navigating divergent viewpoints and reinforcing best practices through clear, business-relevant communication. This role requires the ability to uphold policy and process with consistency, while cultivating durable, trust-based relationships through sustained engagement and a thorough understanding of the business. Candidates should be comfortable earning credibility over time through demonstrated reliability and hands-on partnership, rather than through process alone.

Key areas of focus include:

• Employee Relations & Trust-Building: Navigating challenging scenarios, unfavorable job site dynamics, and a historically under-supported employee population, while establishing credibility through authentic engagement. Establishing credibility with a team while educating leaders and employees on how HR can support their success.
• People-Manager Development: Strengthening leadership capabilities through practical coaching, clear expectations, and guidance on managing performance, accountability, and employee development.
• Attrition & Retention: Identifying factors contributing to employee departures and developing practical strategies to strengthen engagement, retention, and the overall employee experience.
• Policy & Process Enforcement: Reinforcing established HR processes while remaining adaptable to the evolving needs of the Design organization.

Essential Functions

Operational HR & Compliance (40%)

• Serve as the primary HR partner and build trusted relationships with Design leaders and employees.
• Partner with managers to address employee relations matters, performance concerns, workplace investigations, corrective actions, and conflict resolution.
• Support managers in implementing performance improvement plans and documenting employee relations matters.
• Maintain current knowledge of Employee Handbook, Operations Manual and Environmental Health & Safety Manual.
• Maintain compliance with federal, state and local employment laws, and regulations while mitigating organizational risk.
• Ensure employment documentation and records are accurate, secure, and audit-ready.
• Recommend and implement process improvements that leverage automation and emerging technologies.

Strategic HR Partnership (35%)

• Partner with department leaders to develop and execute workforce strategies that support operational priorities and long-term objectives.
• Facilitate workforce planning discussions and identify talent gaps, organizational risks, and future capability needs.
• Support change management initiatives, ensuring smooth transitions during organizational shifts and growth periods.
• Use HR data, analytics, and predictive insights to improve decision-making, retention, and performance outcomes.
• Work cross-functionally with internal partners to resolve HR matters and challenges.

Talent Development & Employee Relations (25%)

• Partner with managers to address employee relations issues, ensuring fair, consistent, and compliant resolutions.
• Lead engagement strategies that enhance retention and strengthen employee connection in a remote-first organization.
• Understanding the needs of employees and leaders who are predominantly in the field on client sites.

Completion of Assigned Tasks and Deliverables on Time and on Budget

• Performs other related duties as assigned

Position Requirements

• Knowledge of impactful human resource processes and best practices.
• Exceptional interpersonal and communication skills, with the ability to influence at all levels.
• Skilled in building trust, managing sensitive situations, and maintaining confidentiality.
• Proficient in Rippling or a similar HRIS, with the ability to optimize platform functionality.
• Intermediate skills using MS Office Suite (Excel, Word, Outlook, PowerPoint, Teams), along with exceptional organizational skills for file management to support our software defined organization.
• Ability to work successfully in a remote, high-accountability environment with competing priorities.
• Ability to leverage AI and emerging technologies to streamline workflows, optimize operational processes, and contribute to company-wide innovation.

Physical Demands

The following physical demands must be met by the employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is:

• Frequently required to remain in a stationary position
• Frequently moving through home office

Travel Requirements

• Up to 15% as needed. This may include travel to any or all 50 US states where we have field services employees.
• Travel is defined as physically leaving home on behalf of business activities including but not limited to client sites, meetings with other employees, meeting for business development purposes, running errands on behalf of the business, attending industry conferences, etc.

Education/Experience

• A Bachelor’s degree or equivalent years of relevant Human Resources experience.
• 5+ years of proven experience in a Human Resources Business Partner role with experience supporting multiple business units, field operations, engineering, construction, manufacturing or plumbing is preferred.
• A recognized HR certification (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP) or MS in Human Resources or Organizational Development is a plus.

Benefits

• Choice of comprehensive medical plans (including two PPO-style plans and a HDHP w/ HSA option). 
• Flex spending accounts (FSA). 
• Dental and vision plans. 
• Comprehensive medical, dental and vision benefits extended to spouse / domestic partner and dependent children up to age 26. 
• 401k with company match and self-directed brokerage account option. 
• PTO including additional paid time off during the last week of the year. 
• Company paid life insurance coverage for employees and their eligible dependents. 
• Short and long-term disability, AD&D coverage. 
• Professional development opportunities, tuition reimbursement, and professional licensing assistance. 
• Paid parental leave after one year of employment. 

CO, CA, IL, NY, WA, and Washington DC residents only: In accordance with CO, CA, IL, NY, WA, and Washington DC law, the range provided is QC Servion's reasonable estimate of the base compensation for this role. The actual amount may differ based on non-discriminatory factors such as experience, knowledge, skills, abilities, and location.

EEO

QC Servion provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.

Notice To Third Party Agencies

QC Servion does not accept unsolicited resumes from recruiters, employment agencies, or other staffing services. Unsolicited resumes include any resume or hiring document sent to QC Servion in the absence of a signed Service Agreement where QC Servion has expressly requested recruitment/staffing services specific to the position at hand. Any unsolicited resumes, including those submitted to hiring managers or other business leaders, will become the property of QC Servion and QC Servion will have the right to hire that candidate without reservation – no fee or other compensation will be owed or paid to the recruiter, employment agency, or other staffing service.