HR Business Partner

ROLE The HR Business Partner exists to architect and run the employee lifecycle at Acquisition.com http://Acquisition.com, setting the goals, standards, and strategy that carry every employee from onboarding through performance, growth, and retention. Acquisition.com http://Acquisition.com is a multi-line business that moves fast and promotes from within. That means managers at every level need a partner who can coach them through people decisions, build programs that actually stick, and handle sensitive situations with discretion and care. This is not a compliance-only seat. This is the person leaders call first when something is hard. This is a relationship-first, high-judgment role. You are not maintaining an inherited playbook or sitting in a shared-services queue. You are embedded in the business, earning trust quickly, coaching new managers, guiding teams through change, and building the lifecycle infrastructure that keeps ACQ’s culture consistent as it scales. You report to the Sr. Director, People Operations. RESPONSIBILITIES - Architect and drive the full employee lifecycle, from onboarding standards through performance management cycles, retention planning, and offboarding, using people data to spot trends and recommend action - Partner with business leaders on workforce planning, team design, and headcount decisions, and lead change management for reorganizations, people initiatives, and process transitions - Coach and develop managers on people leadership fundamentals, with a focus on first-time managers, building coaching cadences and toolkits that drive consistent practice across the organization - Serve as the first point of contact for employee relations, advising on policy, conduct, and conflict resolution, and conducting workplace investigations to fair, documented, compliant closure - Drive compensation calibration and execution across the organization, applying competitive strategy, leveling frameworks, and market positioning to keep pay decisions consistent and defensible REQUIREMENTS - Built and run employee lifecycle programs (onboarding, performance, retention) in a fast-paced or high-growth environment, with demonstrated ability to use people analytics to drive decisions - Guided teams through reorganizations, process transitions, or rapid growth, with a track record of clear communication and sustained engagement through change - Coached and developed managers, including first-time managers, on the fundamentals of people leadership, not just HR process but actual management capability - Handled employee relations matters and workplace investigations directly, with strong working knowledge of employment law across multiple states, including Nevada, California, and Colorado - Owned or materially shaped compensation strategy, calibration, and leveling processes, not just administered pay changes but understood the market logic behind them RESULTS - Clear standards are in place across the employee lifecycle; new hires ramp faster, measured through onboarding feedback and 30/60/90-day check-ins - Managers demonstrate increased confidence and consistency in people leadership, measured through pulse feedback and reduced escalations - Voluntary turnover decreases and engagement scores improve, with retention risks identified and addressed before they become departures - People initiatives and organizational transitions land smoothly, with clear communication plans and sustained team engagement through change - Workplace issues resolve with high closure rates, documented outcomes, and compliant processes, with no unresolved ER matters stalling past SLA SCHEDULE - Standard business hours, Monday through Friday, with flexibility to support employee relations matters or organizational transitions as needed LOCATION - Full-time, onsite in Las Vegas, NV COMPENSATION: - $150,000 - $180,000 base salary + 10% target bonus - The salary range may be inclusive of several levels that would be applicable to the position.…