Human Resources Business Partner

About the Role The Human Resources Business Partner will be a strategic advisor to management and employees. The successful candidate will oversee activities including employee relations, workforce planning, organizational integration and culture building. The Human Resources Business Partner (HRBP) serves as a strategic advisor and trusted partner to leaders and employees, helping drive business success through thoughtful people strategies, strong employee relations, and operational excellence. This role partners closely with leaders across the organization to support organizational effectiveness, talent development, workforce planning, and culture while ensuring compliance with federal, state, and local employment laws. The ideal candidate thrives in a fast-paced SaaS environment, demonstrates exceptional judgment, maintains meticulous documentation, embraces emerging technologies, including AI, to improve efficiency, and confidently manages complex employee relations matters across multiple states. Named as one of BuiltIn ‘ Best Places to Work ’ in Seattle, Denver and Dallas for 2025; ranked number 10 by Seattle Business Magazine in the ‘ Washington’s 100 Best Companies to Work For’ list in the large companies category for 2024; named as a 2025 ' Best Places to Work for Women' by Best Companies Group. Benefits and Compensation 100% employer-paid premiums for Medical, Dental, and Vision for employee 75%+ employer-paid premiums for Medical, Dental, and Vision for dependents 401K match Hybrid work model - 3 days in the Colorado Springs, CO office / 2 days remote each week 2 paid Volunteer Time Off days 12 paid company holidays 15 days PTO to start, increases with tenure Paid parental and adoption leave Total compensation: $89,000 - $100,000 What You'll Do Partner with business leaders, HR leadership, and cross-functional stakeholders to develop and execute people strategies that align with business objectives and drive organizational success. Serve as a trusted advisor to leaders at all levels by developing a deep understanding of the business, departmental objectives, and operational priorities. Provide strategic guidance on organizational design, workforce planning, talent management, performance, employee engagement, and organizational effectiveness to align people strategies with business goals. Assess business and talent needs and develop practical, scalable HR solutions in areas including performance management, employee relations, compensation, succession planning, career development, and leadership development. Coach and influence managers through complex employee situations by providing guidance on performance management, feedback, conflict resolution, documentation, policy interpretation, accommodations, leaves of absence, and difficult conversations. Lead and conduct prompt, thorough, and impartial employee relations investigations, documenting findings, assessing risk, and recommending appropriate resolutions in partnership with HR leadership and Legal, as appropriate. Prepare clear, objective, and legally sound documentation related to employee performance, investigations, corrective actions, organizational changes, accommodations, and other employment matters. Advise leaders on leave of absence and accommodation matters, maintaining expertise in FMLA, ADA, and applicable federal, state, and local leave laws. Partner with the HR & Benefits coordinator to ensure legally compliant, consistent, and employee-centered leave practices across multiple jurisdictions. Interpret and apply company policies, employment laws, and HR best practices consistently while maintaining confidentiality and exercising sound judgment. Partner with leaders to build high-performing, inclusive teams and foster a culture that reflects the company's values and supports employee engagement, accountability, and continuous improvement. Analyze workforce metrics, employee feedback, turnover trends, and organizational data to identify opportuniti…