Human Resources Business Partner

Position Summary

The Human Resources Business Partner provides strategic, hands-on HR support exclusively to Joe Taylor Restoration’s branch managers, helping them build capable, engaged teams that support branch performance and growth. This role partners with managers to assess current talent, recruit and hire employees, strengthen team development, manage performance, and address employee relations concerns.

Through ongoing consultation and regular branch visits, the HR Business Partner translates company people priorities into practical branch action plans. The role facilitates workforce and succession planning, identifies talent gaps and risks, and ensures branch adoption of broader HR initiatives while strengthening each manager’s ability to lead their team.

Essential Duties and Responsibilities

Strategic HR Partnership and Workforce Planning

• Serve as the dedicated HR partner to branch managers, building a clear understanding of each branch’s operational goals, staffing needs, team dynamics, and leadership challenges.

• Facilitate workforce planning discussions to align staffing levels, talent capabilities, and succession readiness with current demands and anticipated growth.

• Assess current talent with branch managers to identify strengths, performance and potential, retention risks, skill gaps, and future capability needs.

• Develop and follow through on branch people action plans, using workforce data and manager feedback to prioritize needs and evaluate progress.

Talent Acquisition and Hiring

• Partner with branch managers to define hiring needs, prioritize openings, and recruit talent for current vacancies, anticipated backfills, and future growth.

• Lead branch recruiting and selection activities in coordination with talent acquisition resources, including sourcing, screening, interviews, and candidate evaluation.

• Guide managers toward consistent hiring decisions based on role requirements, demonstrated capabilities, and company values; coordinate offers and hiring steps through established approval processes.

• Follow up with managers on new hire onboarding, early performance, and integration to support successful transitions and retention.

Talent Assessment and Development

• Partner with branch managers to evaluate bench strength and identify potential successors for key roles, including Water PTL, Estimator, Cleaning PTL, and Branch Manager.

• Help managers establish individual development plans with clear skill needs, readiness timelines, and practical opportunities for learning and growth.

• Coordinate with learning and development resources to address technical, leadership, and role-specific training needs; follow up on participation, completion, and application on the job.

Essential Duties and Responsibilities Continued

Performance Management and Employee Relations

• Coach branch managers on setting clear expectations, providing timely feedback, recognizing strong performance, and addressing performance concerns consistently.

• Support performance reviews, improvement plans, corrective action, and related documentation, with follow-up to assess progress and reinforce manager accountability.

• Partner with branch managers to address employee concerns, workplace conflict, and conduct issues fairly, promptly, and with appropriate discretion.

• Gather relevant facts, support or conduct investigations within assigned authority, and coordinate sensitive or complex matters with HR leadership; guide managers on appropriate resolution and follow-through.

Employee Engagement and Retention

• Lead branch engagement strategies with managers, including employee feedback, recognition, communication, and retention efforts aligned with company values.

• Review engagement feedback and turnover trends to identify concerns, recommend targeted actions, and track whether those actions improve the employee experience.

• Build trust and visibility through regular branch contact, helping managers maintain a respectful workplace that supports accountability and professional growth.

HR Initiative Adoption and Branch Presence

• Partner with branch managers to implement broader HR programs, processes, and systems, explaining expectations and helping managers incorporate them into branch operations.

• Monitor adoption and follow-through, resolve implementation barriers, and communicate branch feedback and emerging needs to HR leadership.

• Visit each branch in person approximately once per quarter to meet with the branch manager, assess team needs, review talent and development plans, and support engagement and HR initiatives. Maintain regular virtual contact between visits.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or a related field, or an equivalent combination of education and relevant experience.

• At least five years of progressive HR experience, including direct partnership with operational leaders and experience in recruiting, talent development, performance management, and employee relations.

• Experience supporting multiple locations or field-based teams preferred; restoration, construction, skilled trades, or a related service industry background is a plus.

• Strong coaching, communication, relationship-building, and conflict resolution skills, with sound judgment and the ability to handle sensitive information discreetly.

• Ability to translate business needs and workforce data into actionable recommendations and manage competing priorities across branches.

• Working knowledge of applicable employment requirements and experience using HR, recruiting, and learning management systems. SHRM-CP or PHR certification preferred.

Travel Requirements

Periodic travel to each branch is required, approximately one in-person visit per branch per quarter. Additional visits may be needed based on hiring, development, employee relations, or other branch needs. Travel may include overnight stays.