HR Business Partner

Who we are:

As the largest privately held service provider in our industry, Thomas & Company stands at the forefront of delivering innovative and comprehensive solutions that help businesses optimize their operations and manage critical aspects of human resources. We specialize in offering unmatched unemployment cost control, employment verification, and tax credit services, all designed to reduce financial risk, streamline processes, and drive cost efficiency for our clients.

Our culture:

We believe that success starts with people. We are committed to fostering a culture of innovation, collaboration, and growth. Our mission is to empower our employees to thrive both professionally and personally, offering an environment where creativity and diverse ideas flourish.

We are not just a company-we are a community of passionate individuals dedicated to making a real impact. From dynamic team-building opportunities to leadership development programs, Thomas & Company invests in its people at every level. Our supportive workplace is built on the foundation of our core values a shared vision for enabling success. Our winning culture has earned us recognition as a five-time Tennessean Top Workplace and two (and counting) USA Today Top Workplace.

Whether you're looking for a challenge, a place to grow your career, or a team that values your contributions, Thomas & Company offers endless opportunities to make a difference. Join us and become part of a team where your ideas are heard, your potential is recognized, and your career can truly flourish.

The position:

The HR Business Partner (HRBP) serves as a key advisor to employees and leadership on HR matters, specializing in areas such as employee relations, compliance, benefits, and performance management. Working closely with the Director of Human Resources, the HRBP plays a vital role in driving strategic HR initiatives, offering expertise and guidance to align HR practices with business goals. This position acts as a liaison between employees and management, ensuring clear communication, providing guidance on company policies, and supporting a positive work environment. The HRBP is essential in fostering organizational alignment, promoting accountability, and ensuring the seamless execution of HR strategies to support business success.

Essential Duties and Responsibilities

• Serve as a primary resource for employees seeking guidance on HR topics, including benefits, policies, compliance, and employee relations.
• Respond to and resolve issues, complaints, and conflicts. Partner with appropriate stakeholders, conduct investigations and provide recommendations/resolutions. Review any issues with the Director, Human Resources, and applicable manager for resolution.
• Interpret and apply HR policies and procedures, and communicate them effectively to all levels of the organization, ensuring understanding and compliance.
• Support the identification of performance issues, assist in the development of disciplinary actions, and lead the implementation of performance improvement plans in collaboration with management.
• Advise and counsel management on employment matters such as performance issues, terminations, promotions, job creation, and job description development, ensuring adherence to best practices.
• Review and maintain accurate employee records and HR data in compliance with legal requirements, ensuring data integrity and precision. Perform routine audits to ensure HR data is complete, accurate, and in compliance with relevant regulations.
• Continuously monitor changes in state regulations and update HR practices to remain compliant.
• Manage the administration of the HR ticketing system (FreshService), ensuring timely resolution of employee HR inquiries and issues.
• Utilize HR systems and tools to track key performance indicators (KPIs) and produce accurate regular reports to support HR initiatives and leadership decision-making.
• Collaborate with leadership and employees to foster positive work relationships, enhance morale, and develop strategies to improve productivity and retention.
• Support leadership in the design and implementation of employee learning and development programs, aligned with organizational goals. Collaborate with the HR Director to design, organize, and facilitate HR training programs for employees and management.
• Collaborate with department leaders to drive career progression initiatives, including the development and maintenance of departmental career matrices.
• Support the administration of employee benefits programs, including enrollment, communication, compliance, and issue resolution, ensuring alignment with company policies and regulatory requirements.

Talent Acquisition

• Act as a brand ambassador for Thomas and Company, ensuring a seamless and positive candidate experience throughout the hiring process.
• Continuously advance the company's talent position through coaching, mentoring, analyzing recruiting process.
• Develop and implement sourcing strategies, post job openings internally and externally, and manage the candidate selection process. This includes qualifying candidates via phone interviews, coordinating interviews, providing feedback to hiring managers, and preparing offer packages.
• Lead the pre-employment and onboarding processes for new hires, including conducting new hire orientation and ensuring a smooth integration into the company.
• Manage the new hire setup process in the HRIS system, ensuring accuracy and completeness of employee records.
• Exercise independent judgment and discretion in managing HR-related responsibilities, particularly in sensitive or complex employee matters.
• Perform other HR-related duties as needed to support organizational goals.

Requirements and Qualifications

• Bachelor's degree in Human Resources, Business, Psychology, or other related field of study. A master's degree (optional) in Human Resources Management, Organizational Development or Business Administration can be an added advantage.
• Proven HR experience: 3-5 years in an HR support role, including recruitment, employee relations, and benefits administration.
• Minimum of 2 years of high-volume recruitment experience (15-25 open positions), with a focus on passive sourcing for both technical and non-technical roles, from entry-level to management. Agency experience is also acceptable.
• SHRM-CP/SCP or PHR/SPHR certifications desired.
• An equivalent combination of relevant education and experience will be considered.
• Solid knowledge and understanding of federal and state laws relating to employment law and benefit plans including ERISA, HIPAA, COBRA, and FMLA/ADA. Strong experience using HRIS platforms to manage employee data, generate reports, and ensure data accuracy. Familiarity with applicant tracking systems to post job openings, track candidates, and analyze requirement metrics. Ability to leverage these tools for efficient HR operations and data-driven decision-making.
• Proficiency in Microsoft Office applications and Zoom.
• To succeed in this role, individuals must be able to perform each essential duty satisfactorily. Reasonable accommodations will be made to enable qualified individuals with disabilities to perform the essential functions.

Special Considerations and Prerequisites

• Strong analytic skills with the ability to interpret HR metrics and translate data into actionable insights for decision making.
• Strategic mindset with a strong sense of ownership, accountability, and a results-driven approach.
• Detail-oriented and adept at managing multiple competing projects and deadlines in a fast-paced environment.
• Exceptional collaboration skills with the ability to work seamlessly with teams, hiring managers, and leadership, maintaining an ego-less, solution-focused approach.
• Passionate talent acquisition and committed to sourcing high-quality talent while providing exceptional service to candidates and hiring managers.
• Thrives in fast-paced environments and has a high tolerance for ambiguity and organizational change.
• Eager to contribute directly to the company's growth by improving talent acquisition and HR practices.
• Clear and effective communicator, able to simplify complex information and build strong relationships across all levels of the organization.
• Demonstrated ability to take initiative and proactively drive results with a go-getter mentality.
• Strong negotiation and decision-making skills, using sound judgement to address challenges and seize opportunities.
• Strong follow through and customer service orientation.
• Insightful and intuitive, able to assess candidate fit for roles and organizational culture with accuracy.
• Must be able to remain in stationary position 50% of the time and operate office equipment regularly.

Current Openings for HR Business Partner Jobs at Thomas and Company