Sr. Human Resources Business Partner
EIS is growing fast — through new acquisitions, new markets, and new challenges — and we need a Sr. HR Business Partner who can keep pace. If you're a self-starter who stays calm under pressure, makes sound calls with minimal hand-holding, and genuinely enjoys rolling up your sleeves alongside leaders in the field, this is your seat at the table.
Position Description – Sr. HR Business Partner
Business Group/Dept: Human Resources
FLSA: Exempt
Reports To: Sr. Director of Human Resources
Date: June 5, 2026
Purpose of the Position
The Senior HR Business Partner (Sr. HRBP) provides hands-on, business-aligned HR partnerships with leaders across a multi-state, field-heavy organization. This role is focused on manager coaching, employee relations, investigations, policy application and adoption, and supporting HR-led M&A integration activities. Spanish/bilingual capability is preferred to effectively support our workforce.
Essential Position Responsibilities
Serve as a trusted advisor to leaders on employee relations, performance management, workforce needs, and policy application.
Translate business priorities into people actions that improve retention, performance, and accountability.
Own ER case management and workplace investigations (Level 1–2), including intake, fact-finding, documentation, findings, and recommended actions.
Coach leaders on corrective action, performance management, conflict resolution, and consistent application of company policies.
Escalate high-risk matters (e.g., discrimination/harassment/retaliation, threats/violence, wage/hour, ADA/FMLA complexity, executive issues) to the Sr. Director of HR.
Support HR integration workstreams for new acquisitions (people adoption, manager enablement, policy rollout, communications, training coordination).
Partner with HR Ops/Generalist and Payroll leadership to ensure smooth onboarding and stabilization during the first payroll and benefits cycles post-close.
Maintain integration trackers and issue logs; follow up with stakeholders to close open items.
Participate in structured HR inbox triage and case routing to ensure responsiveness.
Contribute to continuous improvement of HR processes and templates to reduce rework and escalation volume.
Support consistent implementation of policies, documentation standards, and required training across locations.
Partner with operations leaders to support hiring execution for assigned locations, including requisition intake, screening support, interview coordination, offer process support, and adherence to hiring timelines and standards.
Help build and maintain candidate pipelines for high-volume and hard-to-fill roles by leveraging sourcing strategies, outreach, and agency management as needed; use hiring metrics (time-to-fill, time-to-contact, offer acceptance) to drive improvements.
Travel to business units as needed to support investigations and acquisitions.
Other duties as assigned.
Physical activities: Sitting, typing, and working on a computer for extended periods. Occasionally lifting or carrying office materials weighing up to 20 pounds.
Personal Protective Equipment (PPE): N/A
Safety Sensitive: N/A
Travel: Up to 35%
Minimum Qualifications:
8+ years progressive HR experience (strong ER and investigations background; multi-site/multi-state strongly preferred)
Strong working knowledge of employment practices, investigations, documentation, and manager coaching
Demonstrated ability to influence leaders and drive consistent practices across locations
Spanish/bilingual preferred
High discretion, strong judgment, and calm under pressure
HRIS proficiency; ability to partner effectively with payroll/HRIS owners (Dayforce experience preferred)