Job Summary

The Human Resources Business Partner (HRBP) is a critical role supporting HR/People Programs and aligning business objectives with employees and management across the company. Serving as both a strategic partner to business leadership and a first point of contact for employees, this role delivers high-quality support across HR operations, employee relations and compliance.

The HRBP works closely with business leaders to resolve workplace issues, manage employee relations concerns, and drive HR program performance. This role also manages day-to-day HR processes including leave of absence administration, ADA accommodation, onboarding and orientation, and the creation and maintenance of HR documentation. The HRBP partners with the Human Resources Manager and Sr. Human Resources Administrator to ensure a consistent, positive employee experience.

This position requires a strong technical foundation, attention to detail and the ability to produce accurate and timely results in areas where quality and compliance are critical.

Strategic Partnership & Employee Relations

• •Collaborate with business leaders to understand organizational and team goals; develop HR strategies that align with overall business objectives and programs such as onboarding, performance management, succession planning and separation.
• •Provide strategic guidance and support to business leaders on HR-related matters, ensuring administrative support for background HR needs.
• •Manage employee relations issues including conflict resolution, disciplinary actions, grievance handling, and harassment claims in tandem with HR administrative and business leaders.
• •Conduct, oversee and manage workplace investigations in coordination with the HR Managers and General Counsel.
• •Work with business leaders to identify and address team developmental needs such as training, coaching and team development, partnering with internal stakeholders to ensure effective execution.
• •Facilitate smooth implementation and support transitions for change management initiatives to minimize disruption to team morale and operations.

HR Operations & Compliance

• •Support employees across the full lifecycle and HR programs, including onboarding, leave of absence, performance management, benefits and separations.
• •Own the Employee Onboarding Experience, including facilitating sessions, coordinating with cross-functional teams, and partnering with the Sr. HR Admin on tactical execution.
• •Administer all leave programs (FMLA, state leaves, personal leave, etc.) in partnership with HRIS and in compliance with legal requirements across all 50 states.
• •Manage the ADA accommodations process, including the interactive process, intake, documentation, communication and scheduling.
• •Support HR compliance by maintaining, modifying, and managing company policies and procedures ensuring alignment between employee needs and organizational compliance requirements.
• •Partner with the Human Resources Manager on the administrative delivery of HR programs and initiatives.

Engagement, Metrics and Programs

• •Own and track HR KPIs and metrics related to employee engagement, retention, turnover, hiring, onboarding, training compliance, and other metrics as appropriate.
• •Own employee engagement initiatives such as surveys, feedback cycles and recognition programs within partnership teams, collaborating with HR, Leadership and administrative teams for delivery.
• •Sponsor HR cross-functional committees and serve as the HR stakeholder to ensure programs are aligned with overall business objectives and strategy.

Working Style & Competencies

• •Ability to balance multiple responsibilities in a fast-paced environment.
• •Strong technical and analytical approach to troubleshooting issues within established guidelines.
• •Make timely, accurate decisions within defined processes and policies.
• •Communicates in a clear, concise, and task-focused manner.
• •Maintains strong attention to detail, consistency, and process accuracy.
• •Ability to stay organized and provide transparent reporting on all projects on a regular cadence.

Compensation & Benefits

• •Competitive salary: $100,000-$115,000 depending on experience.
• •Health, dental, and vision insurance with Company-sponsored Life Insurance.
• •Retirement savings plan with company match.
• •Vacation time off, sick time off, and holidays.
• •Ongoing training and development programs and opportunities for advancement.
• •Remote first environment with companywide conferences annually.
• •Flexible work schedules and employee assistance program.
• •Employee discounts on products and services through Insperity.
• •Recognition programs and company-sponsored social events.

Additional Notes

• •REE is only able to hire US citizens or those authorized to work in the US as full time employees; no visa sponsorship provided.
• •REE Medical participates in E-verify.
• •Not open to 3rd party recruiters or submissions.