Human Resources Business Partner

About the Company

Xclusive Services shares the same values as our customers when it comes to staffing and outsourced services. Our focus on quality performance, operational excellence, and reliability has allowed us to build long-term and scalable partnerships. Operating in 19 states, our seasoned management team has a comprehensive understanding of the hospitality industry, partnering closely with local property and brand leadership to ensure a transparent and optimized approach to staffing.

We actively seek Team Members who embody our corporate values of People First, Service Obsessed, Chasing Excellence, Accountability, and Integrity to further our mission to make a positive impact in the lives of the individuals we serve. Our people thrive in a respectful, inclusive environment with many opportunities for development and advancement.

Job Summary

The Regional Human Resources Business Partner (HRBP) serves as the primary, trusted HR partner for the Company’s external staffing workforce within an assigned geographic region. This role is responsible for building strong, consistent relationships with regional service teams and Service leaders, ensuring timely HR support, sound judgment, and effective people management at client sites.

Regional HRBPs are expected to be highly available, visible, and responsive to the field. They operate as embedded partners to regional leadership, owning employee relations, manager coaching, and people-risk outcomes for staffing team members. The Regional HRBP collaborates as needed with the Corporate HR department to ensure that internal team issues are appropriately reported and managed.

Core Purpose of the Role

• Provide consistent, accessible HR partnership to regional service teams
• Build credibility and trust through responsiveness and follow-through
• Enable managers to make better people decisions in real time
• Reduce risk by addressing issues early, not only when they escalate

This person must reside in the assigned geographic region. This position will be expected to travel to other states within the region at least quarterly for one week at a time.

Essential Functions

Regional Partnership & Operational Advisor - 25% of time

• Serve as the day-to-day HR point of contact for regional service teams and leaders
• Maintain consistent availability to respond to field questions, concerns, and emerging issues
• Build strong working relationships with regional leaders and customers through regular, proactive engagement
• Establish trust by providing clear, timely, and practical HR guidance in fast-paced environments
• Act as a stabilizing presence during high-risk or high-impact people situations

Employee Relations & Risk Management - 25% of time

• Own end-to-end employee relations matters for staffing team members, including investigations, corrective action, and issue resolution
• Respond promptly to concerns raised by managers or employees, balancing urgency with sound judgment
• Ensure consistent application of Company policies and expectations across client sites
• Partner with leaders to address issues early, before they escalate to formal action

Manager Coaching & Field Enablement - 15% of time

• Coach managers on performance management, discipline, attendance, conduct, and professionalism
• Translate HR policy into clear, actionable guidance for service teams
• Support managers in navigating complex or sensitive employee situations
• Reinforce accountability while maintaining a people-centered approach
• Reinforce Company values and expectations in high-pressure field environments

Data, Trends & Continuous Improvement - 15% of time

• Identify recurring issues, patterns, and risk drivers within the region
• Use field insight to inform preventative strategies and manager development
• Share regional trends with HR leadership to support enterprise decision-making

Collaboration with Corporate HR - 10% of time

• Partner with Corporate HR on interpretation of policies, benefits, LOA, and other centralized programs as they apply to staffing team members
• Defer ownership of internal corporate employee relations, investigations, and HR processes to Corporate HR
• Ensure consistent messaging and escalation alignment across HR functions

Workers’ Compensation Partnership - 10% of time

• Retain accountability for the regional employee experience and operational decisions related to workers’ compensation cases
• Partner with the Workers’ Compensation HRBP on return-to-work planning, manager and team member communication, and operational feasibility of restrictions
• Own manager alignment, execution, and follow-through related to WC-impacted team members

General Responsibilities

• Directly supports and contributes to the Company’s mission to make a positive impact in the lives of the individuals we serve, by modeling our company’s core values
• Comply with employment laws, regulations and guidelines as set forth by FLSA, FMLA, ADA, HIPPA, and other governing agencies.
• Promotes and adheres to all occupational safety and health standards as required by OSHA, company policies, and other applicable regulatory agencies to ensure a safe and compliant work environment