Additionalinformation

Additional Information

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Equus Workforce Solutions is a leading provider of workforce development services in North America. With a dedicated and passionate team, Equus puts the industry’s best practices to work by focusing on the development, design, and delivery of demand-driven workforce solutions.

When you join Equus, you can expect extensive learning opportunities and networking programs. But most of all you can expect to make a lasting impact on the lives of others.

APM, including Equus Workforce Solutions, Ross Innovative Employment Solutions, Dynamic Workforce Solutions, DESI, AGELIC, and Grant Associates, is committed to providing equal employment opportunities to all applicants and employees. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, protected veteran status, genetic information, or any other characteristic protected by applicable federal, state, or local law.

APM is committed to providing reasonable accommodations to qualified individuals with disabilities throughout the application and hiring process. If you require a reasonable accommodation during the application, interview, or selection process, please contact [email protected].

Companydescription

Company Description

We are a purpose-driven organization where support teams directly impact our ability to change the lives of the people and communities we serve. Throughout our US network and global family, our services span workforce and employment, education and training, and community support.

Equus Workforce Solutions is a member of the APM Group, a global network focused on enhancing a person’s health and wellbeing, independence, and employability.

Jobdescription

Job Description

The Senior People & Culture Business Partner (Sr. P&C BP) is a hands-on HR partner responsible for providing day-to-day People & Culture support to leaders and employees across an assigned portfolio of the business. This role works closely with managers to address employee relations matters, performance concerns, policy questions, workforce needs, and other people-related issues while ensuring consistent application of company practices and processes.

A significant part of this role involves directly managing employee relations matters from intake through resolution, including conducting investigations, advising leaders on performance and attendance concerns, supporting corrective action, and helping managers navigate complex employee situations.

The Sr. P&C BP also plays an important role in executing core People & Culture processes, including performance management, organizational changes, talent reviews, employee engagement, and workforce planning. While the role partners with senior leaders and provides thoughtful guidance on people decisions, this is a highly hands-on position that requires someone who is comfortable moving between advising leaders and personally managing the details and follow-through required to get the work done.

This role operates in a dynamic, fast-moving environment and supports multiple priorities at the same time. We’re looking for an experienced HR professional who is practical, responsive, comfortable working through complex employee situations, and willing to roll up their sleeves to support the business.

People & Culture Business Partnership

• Serve as the primary P&C partner for assigned leaders, managers, and employees, providing practical guidance and day-to-day support.
• Build strong working relationships with operational leaders to understand their teams, workforce needs, and people-related challenges.
• Provide guidance on company policies, P&C practices, employee concerns, performance management, attendance, and other workplace matters.
• Partner with leaders on workforce planning, talent needs, organizational changes, retention concerns, and other people-related decisions.
• Ensure P&C processes and practices are consistently implemented across assigned business areas.
• Work collaboratively with other P&C functions, including Talent Acquisition, Benefits, Payroll, HRIS, Learning & Development, and P&C leadership, to resolve issues and support business needs.

Employee Relations & Performance Management

• Manage a high volume of employee relations matters from intake through resolution.
• Provide hands-on guidance to managers regarding performance concerns, attendance issues, workplace conduct, policy violations, and corrective action.
• Conduct workplace investigations, including gathering information, interviewing employees and witnesses, documenting findings, and partnering with appropriate stakeholders on next steps.
• Coach managers on appropriate documentation and effective handling of employee concerns.
• Support performance improvement plans, written warnings, and other corrective actions.
• Partner with leaders and P&C leadership on employee separations and other complex employment decisions.
• Help ensure employee matters are handled fairly, consistently, and in accordance with company policies and applicable employment laws.
• Maintain appropriate documentation and follow-through on employee relations cases.

Manager Support & Coaching

• Serve as a trusted and accessible resource for managers navigating day- to-day people situations.
• Coach managers on employee communication, performance conversations, documentation, conflict resolution, and effective people management practices.
• Help managers address issues proactively and escalate matters when appropriate.
• Support managers through difficult employee conversations and complex workplace situations.
• Provide practical recommendations that balance employee needs, business needs, company practices, and compliance considerations.

Talent & Performance Processes

• Support managers through annual and ongoing performance management processes.
• Partner with leaders to identify performance concerns, development needs, retention risks, and talent needs within their teams.
• Participate in talent reviews and succession planning processes and assist leaders with required follow-up actions.
• Support onboarding and integration of new leaders and employees when appropriate.
• Partner with Talent Acquisition and hiring leaders on workforce and recruiting needs.
• Provide P&C support for internal movement, promotions, transfers, and other employee changes.

Employee Engagement & Culture

• Partner with leaders to understand employee concerns and identify opportunities to improve the employee experience.
• Support execution of employee engagement initiatives and follow-up actions within assigned business areas.
• Help leaders address workplace or team concerns that may be affecting engagement, communication, or retention.
• Reinforce company values and expected workplace behaviors through regular interactions with leaders and employees.
• Support company-wide P&C programs and initiatives as needed.

Organizational Changes & Workforce Support

• Provide hands-on P&C support during organizational changes, restructures, contract transitions, reductions in force, leadership changes, and other workforce actions.
• Coordinate with leaders and appropriate P&C partners to ensure employee changes are properly planned, communicated, documented, and executed.
• Support leaders and employees through changes and address questions or concerns as they arise.
• Partner with P&C leadership and other teams on more complex or higher-risk employee actions.

P&C Operations, Compliance & Reporting

• Ensure employee actions and P&C processes are properly documented and completed in accordance with established processes.
• Partner with HRIS, Payroll, Benefits, Talent Acquisition, and other support teams to resolve employee issues and ensure appropriate follow- through.
• Review workforce and employee data to identify trends or areas requiring attention.
• Maintain accurate documentation related to employee relations matters, performance actions, organizational changes, and other P&C activities.
• Support P&C reporting, audits, compliance activities, and other operational requirements as needed.
• Identify opportunities to improve or simplify P&C processes based on recurring issues or business needs.

Qualifications

Education

• Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field. An equivalent combination of education and relevant HR experience may be considered in lieu of a bachelor’s degree.
• HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR is preferred.

Experience

• 5+ years of progressive Human Resources/People & Culture experience, preferably in an HR Business Partner or HR Generalist capacity.
• 3+ years of experience directly managing employee relations matters, preferably in a high-volume, multi-location, or operational environment.
• Demonstrated experience conducting workplace investigations and advising managers on performance, attendance, corrective action, and employee conduct matters.
• Experience supporting managers and employees across a broad range of day-to-day HR issues.
• Experience supporting performance management, organizational changes, talent processes, and employee separations.
• Experience working in a fast-paced environment and managing multiple employee matters and priorities simultaneously.

Skills & Abilities

• Strong knowledge of HR practices, employee relations, performance management, and applicable employment laws.
• Strong hands-on employee relations and investigation skills.
• Ability to work independently and manage employee matters from initial intake through resolution.
• Strong judgment and ability to navigate sensitive or complex employee situations.
• Ability to provide managers with clear, practical, and actionable guidance.
• Strong coaching, communication, conflict resolution, and problem- solving skills.
• Strong organizational skills and attention to detail, particularly when managing documentation and multiple cases simultaneously.
• Ability to balance employee experience, business needs, company practices, and compliance considerations.
• Comfortable working directly with employees and with leaders at different levels of the organization.
• Ability to collaborate effectively with Talent Acquisition, Payroll, Benefits, HRIS, Legal, and other partners.
• Proficiency with HRIS platforms, Microsoft Office, and other HR technology