**JOB DESCRIPTION

Human Resources Business Partner (HRBP) – Employee Relations & Operations**

Location: Eugene Oregon
Reports To: Director of People Operations
Department: People & Culture / Human Resources
FLSA Status: Exempt
Level: HR Business Partner (HRBP) – Employee Relations + HR Operations

POSITION SUMMARY

The Human Resources Business Partner (HRBP) is a strategic and hands-on role responsible for delivering high-impact employee relations support, coaching, and HR operational leadership across the organization. This position will serve as the primary day-to-day HR partner for leaders and employees, ensuring consistent, compliant, and effective people practices.

The HRBP will proactively address employee issues, lead corrective action processes, streamline HR workflows, support cultural alignment, and help build leadership capability across all levels. This role requires strong judgment, confidence in employee relations, and the ability to influence and guide managers who are still growing in their HR competencies.

This is a hybrid role, blending the strengths of an HR Manager with the expertise of an Employee Relations Manager.

KEY RESPONSIBILITIES

Employee Relations (Primary Focus)

• Serve as the main point of contact for employee grievances, disputes, workplace concerns, and performance issues.

• Lead and close out end-to-end employee relations cases, including investigations, documentation, resolution, and manager coaching.

• Guide managers through corrective actions (verbal warnings, written warnings, performance improvement plans, termination processes).

• Provide real-time, hands-on support to leaders who are not yet equipped to independently manage corrective actions.

• Ensure consistency, fairness, and compliance in all employee-related decisions and actions.

• Interpret policies, procedures, and employment laws to minimize risk and maintain organizational integrity.

• Maintain accurate, comprehensive documentation for all ER matters.

HR Partnering & Coaching

• Act as a trusted advisor to managers and supervisors on people-related matters, offering actionable solutions and clear guidance.

• Build manager capability through ongoing coaching, training, and developmental conversations.

• Support leaders in driving culture, accountability, and performance excellence within their teams.

• Provide HR insights, recommendations, and data-driven feedback to address patterns and prevent recurring issues.

HR Operations & Strategic Support

• Partner with leadership to identify talent gaps, workforce needs, and succession risks.

• Assist with policy implementation, communication, and adherence across the organization.

• Support the design and execution of onboarding, offboarding, and retention initiatives.

• Collaborate with HR Operations to streamline HR workflows, improve processes, and enhance employee experience.

• Ensure proper administration of FMLA, leaves of absence, ADA accommodations, and employee-related compliance processes.

• Participate in training initiatives, cultural programs, and organizational development activities.

Internal Communications

• Ensure employees receive clear, consistent, and aligned communications regarding HR programs, policies, expectations, and organizational updates.

• Partner with leaders to reinforce cultural values, behavioral expectations, and workplace standards.

• Work closely with HR and Communications to maintain “one voice, one story, one culture” across all messaging.

REQUIRED KNOWLEDGE & EXPERIENCE

• 5+ years of progressive HR experience, with at least 2–3 years focused specifically on employee relations.

• Strong working knowledge of corrective action processes, investigations, and employment law best practices.

• Demonstrated ability to coach and influence managers at all levels.

• Experience managing high-volume, day-to-day HR inquiries and employee issues.

• Strong understanding of HR policies, compliance requirements, and standard HR operations.

• Excellent communication, diplomacy, and conflict-resolution skills.

• Ability to exercise sound judgment during complex or sensitive situations.

• Experience in a dynamic, fast-paced environment where leaders require close HR partnership.

PREFERRED QUALIFICATIONS

• HR certifications (PHR, SHRM-CP, SHRM-SCP) preferred

• Experience building HR processes, SOPs, or structured workflows

• Experience in manufacturing, production, or multi-shift operations (preferred but not required)

• Strong documentation and case management skills

• Ability to balance empathy with accountability

SUCCESS PROFILE

The ideal HRBP is:

• Confident and firm in HR decision-making

• Skilled at navigating employee issues with tact and clarity

• Comfortable delivering tough messages

• Able to coach managers who are still developing their people-leadership skills

• Highly organized, consistent, and detail-focused

• A strong communicator who can influence without escalating unnecessarily

• A proactive problem-solver who brings structure to ambiguity

WHAT MAKES THIS ROLE UNIQUE

This role blends traditional HR operations with deeper employee relations responsibilities. The HRBP will be the “go-to” partner for real-time support, guiding leaders through complex situations while also contributing to long-term structural improvements in HR processes, culture, and leadership capability.