Human Resources Business Partner

At Fusion Connect, we’re not just offering jobs — we’re building careers that empower, inspire, and grow with you.

If you're passionate about making an impact, collaborating with forward-thinking teams, and being part of a company that values your voice, you’re in the right place.

We’re thrilled you’re exploring this opportunity with us — take a look, imagine the possibilities, and let’s shape the future of connectivity together.

Job Description Summary:

The Human Resources Business Partner serves as a trusted advisor to leaders and employees, providing strategic and tactical support across the organization. This role partners with managers to drive employee performance, address workplace concerns, support organizational effectiveness, and ensure consistent application of company policies and employment practices. The HRBP plays a key role in fostering a positive work environment while supporting compliance with employment laws, company policies, and workplace safety requirements.
The Human Resources Business Partner leverages strong business acumen, sound judgment, and Human Resources expertise to help leaders navigate complex employee situations while minimizing risk.

Job Description:

Essential Duties and Responsibilities (other duties may be assigned):

Employee Relations and Workplace Support

• Oversee employee relations matters, ensuring outcomes are consistent, fair, and compliant with employment regulations and policy.
• Serve as the primary HR resource for managers and employees regarding workplace concerns, policy interpretation, and conflict resolution.
• Provide coaching and guidance to managers on leadership best practices.
• Manage unemployment claims, agency inquiries, and unemployment hearings as required.
• Conduct thorough and objective workplace investigations regarding employment-related matters.

Performance Management and Leadership Partnership

• Partner with leaders to foster a high-performing culture by supporting employee growth, strengthening critical role readiness, and developing future leaders.
• Assist managers in identifying and implementing solutions to improve employee effectiveness and team performance.
• Partner with managers to promote employee performance, accountability, and development.
• Provide guidance on performance management processes, including performance reviews, goal setting, employee development, and performance improvement plans.

Compliance, Risk Management, and Workplace Safety

• Ensure compliance with company policies, employment laws, and regulatory requirements.
• Support workplace safety initiatives and OSHA compliance efforts, including incident reporting, documentation, and corrective action recommendations.
• Identify and mitigate employee relations and employment-related risks through proactive HR consultation and guidance.
• Maintain accurate documentation and records related to employee relations matters, investigations, performance improvement actions, unemployment claims, and workplace safety activities.

Knowledge, Skills, and Abilities Requirements:

• Strong knowledge of employee relations, performance management, and employment practices.
• Strong knowledge of federal, state, and local employment laws and regulations.
• Knowledge of workplace safety practices and OSHA requirements.
• Strong coaching, conflict resolution, problem-solving, and decision-making skills.
• Ability to exercise sound judgment and maintain a high level of confidentiality.
• Excellent interpersonal, verbal, and written communication skills.
• Strong organizational and project management skills with the ability to manage multiple priorities.
• Ability to build effective working relationships with employees and leaders at all levels of the organization.
• Proficiency with HRIS systems and Microsoft Office application.

Education and/or Experience Requirements:

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field preferred. Relevant education may be substituted with two years of related experience for each year of education.
• Five (5) or more years of progressive Human Resources experience, including employee relations, performance management, investigations, and manager support.
• Experience supporting unemployment claims and workplace safety programs preferred.
• Experience collecting, analyzing, and reporting human resources and workforce metrics.
• Workday experience preferred.