{"id":263018,"url":"https://alion.io/job/livinghr-hrbp-multi-site","title":"HRBP (Multi-Site)","company":{"id":8058,"name":"livingHR","domain":"livinghr.com","url":"https://alion.io/company/livinghr","size_band":null,"is_staffing_agency":false,"employer_type":"direct","is_intermediary":false,"listed_via":null,"ats_vendor":"Ashby","truth_index":{"grade":"A","score":91,"open_postings":7,"ghost_share":0,"stale_share":0.143,"repost_share":0,"time_to_fill_p50_days":95,"computed_at":"2026-10-29T05:49:05Z"}},"role":"HR","role_family":"HR","seniority":"senior","employment_type":"full_time","work_mode":"hybrid","remote_scope":null,"remote_scope_basis":null,"remote_working_hours":null,"hiring_geo_confidence":"structured","locations":["Tampa, United States","Miami, United States"],"countries":["US"],"hiring_countries":[],"hiring_countries_total":0,"salary":{"min":100000,"max":130000,"currency":"USD","period":"year","gross":null,"usd_annual":130000},"salary_estimate":null,"experience_years_min":5,"visa_sponsorship":false,"relocation_package":false,"has_equity":false,"technologies":[],"status":"live","first_seen_at":"2026-08-14T13:44:25Z","employer_posted_date":"2026-08-14","last_verified_at":"2026-10-29T17:29:16Z","board_verified":true,"closed_at":null,"days_open":76,"trust":{"level":"ok","repost_count":0,"flags":[],"days_open":75},"description":"ABOUT THE COMPANY\nThis organization is a fast-growing portfolio company that owns and operates a collection of businesses across 40 states in the United States. Intentionally multi-brand and multi-location, each business maintains its own identity and local market focus - supported by centralized operational leadership, technology, HR, finance, marketing, and other shared services. The organization completes approximately 10-15 acquisitions per year.\nPOSITION SUMMARY\nThe HR Business Partner (HRBP) is the primary HR point of contact for the this organization's portfolio companies, working directly with local business leaders and the corporate Business Operations leader assigned. The HRBP handles day-to-day HR operations - employee relations, compliance resolution, and post-integration HRIS and payroll training - while building feedback channels that surface field-level insights back to the corporate HR team.\nThis role supports a multi-thousand-employee distributed workforce spanning a growing portfolio of businesses. Given the company's active acquisition pace, the HRBP regularly onboards newly integrated members and guides each through the transition from integration into stable, steady-state operations.\nKEY RESPONSIBILITIES\nPartner Communications & Operational Relationship Management\nServe as the primary HR point of contact for assigned portfolio companies, working alongside local managers and the corporate BizOps leader as an extension of their leadership team\nRepresent corporate HR to portfolio company managers and employees post-integration - fielding questions, routing issues, and maintaining a visible, trusted presence in the field\nPartner with BizOps leaders to implement organizational changes, including operating model shifts, role redesigns, and cultural interventions, ensuring they land smoothly with managers and employees\nKeep corporate HR leadership informed on field conditions, emerging issues, and portfolio company-level developments across the assigned portfolio\nEmployee Relations & Compliance\nManage employee relations matters end-to-end, including investigations, conflict resolution, disciplinary actions, and corrective action across distributed locations\nOwn compliance issue resolution flagged by corporate HR or surfaced through HRIS monitoring, working with portfolio company leadership to remediate\nParticipate in cross-functional task forces addressing recurring or systemic compliance issues\nEnsure consistent application of HR policies and practices across the assigned portfolio company\nTraining, Learning & HRIS Systems Support\nDeliver HRIS training and rollout communications to portfolio company managers and employees for new modules, SOPs, and system process changes\nProvide ongoing user support and troubleshooting at the portfolio company level; escalate system or configuration issues to the appropriate corporate resource\nServe as the primary feedback channel on gaps in SOPs, training materials, or system configuration uncovered through field use\nEmployee Experience & Feedback Channels\nBuild structured feedback channels with portfolio company employees to surface what is and isn't working at the ground level\nBring field-level patterns and signals back to the broader HR team to drive improvements to SOPs, training, and HR services\nIdentify and escalate workplace culture or operational issues that warrant corporate HR attention\nAnalyze feedback data to spot trends and develop actionable recommendations that improve the overall employee experience\nTalent Strategy & Workforce Planning\nLead annual talent planning - identifying critical roles to add, retention risks, high-performer development opportunities, and management bench strength against each portfolio company's operating plan\nDrive seasonal workforce planning - sizing W-2 and 1099 hiring needs for peak programming cycles and ensuring recruiting capacity is in place\nBuild succession and key-person risk plans for GMs, lead coaches, and other roles where founder or single-person dependency creates business risk\nFlag compensation drift from market and recommend org structure adjustments as portfolio company grow\nIdentify and implement improvements to labor and staffing models alongside BizOps leaders to ensure financial targets are met and people operations remain efficient\nEDUCATION & EXPERIENCE\nBachelor's degree in Human Resources, Business Administration, or related field required\n5+ years of HRBP experience\nExperience supporting multi-site or multi-state organizations required\nSKILLS & KNOWLEDGE\nWorking knowledge of multi-state employment law, with the judgment to know when to escalate to legal versus handle in the field\nHands-on UKG experience (Pro and/or Workforce Management) - comfortable navigating the system, troubleshooting manager and employee issues, and explaining functionality to non-technical users\nDemonstrated ability to manage employee relations cases end-to-end, including investigations, documentation, and disciplinary actions across distributed locations\nExperience in M&A-driven environments - comfortable absorbing newly acquired entities, working with founder-led operators, and supporting integration-to-steady-state transitions\nStrong operating partnership skills - able to function as a working member of a business leadership team, not just an HR resource called in for problems\nDirect, clear communication with leaders, managers, and frontline employees, including the ability to deliver difficult messages without ambiguity\nComfort with decentralization and ambiguity - portfolio businesses vary widely, and the HRBP adapts rather than imposes uniformity where it isn't needed\nPractical analytical skills - can pull data from HRIS systems, identify trends in turnover or compliance, and bring observations back with a recommendation\nAbility to manage a portfolio of businesses at different maturity stages and prioritize attention effectively\nHigh integrity and discretion when handling sensitive employee and business information\nPREFERRED QUALIFICATIONS\nExperience supporting acquired businesses post-close, including post-merger integration and partnering with founder-led operators\nBackground as an embedded or partner-facing HRBP supporting business unit leaders directly\nExperience managing HR across geographically distributed locations without daily in-person presence\nExperience in multi-location, multi-brand environments with decentralized field operations\nFamiliarity with seasonal and part-time workforce populations\nHands-on experience with UKG Pro and/or UKG Pro Workforce Management\nSHRM-SCP, SPHR, or equivalent 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