HR Business Partner

Meet Leaf Home, the leading provider of technology-driven home solutions that is on a mission to make homeownership easy. With more than 50% of consumers worried about the cost and effort of home maintenance, we focus on delivering remarkable, end-to-end experiences. Trusted by more than 1 million homeowners across US and Canada, Leaf Home is America's largest Direct to Consumer full-service provider of branded home services and products. Leaf Home and its products, including the patented LeafFilter gutter protection system, have earned numerous awards and recognition from Good Housekeeping, Qualified Remodeler, Angi, Consumer Reports, This Old House and other consumer review platforms.

Powered by people, Leaf Home's innovative products and services are delivered with convenience, trust, and quality via 200+ regional sales and installation offices along with comprehensive field support offices in New York and Hudson, Ohio. We believe we win together. Leaf Home has been consistently named one of the fastest growing private companies by Inc 5000 and recognized as a top employer nationally. Benefits of working at Leaf Home are wide-ranging and include:

Industry-best compensation packages I Fully paid health, dental, vision insurance I401k with company match I Paid Time Off including paid parental leave I Individualized career development programs I On-demand lunch program I Childcare assistance I Free gym membership I Employee assistance programs, including legal, financial planning, and counseling I Employee discount marketplace I Employee Resource Groups such as VetConnect, DEI Committee, Women's Committee

Apply today and together we will unlock millions of customers' dream homes and your dream career at Leaf Home.

Position Summary: Reporting to the HR Manager or Sr. HR Manager, The Human Resources Business Partner role contributes to company performance by providing tactical and strategic consulting on people and organization development strategies in support of business objectives for assigned departments\functions. The HRBP is aligned to business units, business leaders, and/or functions to provide HR expertise and consulting for building organizational capability to achieve current and future business objectives through the development of proactive Human Resources strategy and practices. The HRBP drives and influences key organizational health and engagement initiatives with the business and provides advice, counsel and executes key initiatives. The HRBP effectively manages and resolves complex employee relations issues, resolution and investigations, performance management, talent/succession planning, leadership development and developing and implementing strategic and tactical initiatives that drive and support desired short and long-term business goals and objectives.

Essential Duties and Responsibilities:
• Provide HR partnership, for both strategic and tactical initiatives, day to day HR support and execution of strategies for assigned business groups.
• Builds and maintains effective working relationships with leaders and employees to provide guidance and counsel on a variety of HR and business-related issues on both strategic and tactical levels
• Provides influence and guidance to client groups through developing partnerships to support achieving business objectives within the assigned caseload population.
• Manages and resolves employee relations issues.
• Works closely with HR leadership to share ideas, discuss solutions and means to implement plans.
• Conducts effective, thorough and objective investigations.
• Maintains in-depth knowledge of compliance requirements related to day-to-day management of employees, ensuring regulatory compliance.
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Provides HR policy guidance and interpretation.
• Provides consultation/coaching/training to managers on performance, talent development, and employee relations.
• Provides day-to-day talent and performance management guidance (coaching, mentoring, counseling, career development, disciplinary actions).
• Implements HR best practices for key HR processes including performance management, compensation planning, workforce/capability planning, and talent management.
• Accesses talent opportunities and performance gaps; oversee talent planning, talent reviews, talent development, and succession planning for assigned business groups.
• Identifies training/coaching/mentoring needs for departments, managers and employees
• Partners with other HR team members (L & D, Compensation, Benefits, Talent Acquisition, Payroll etc.) acting as a point of contact and liaison with supported groups to deliver robust HR services.
• Oversees and executes implementation of HR and/or business initiative in assigned business groups.
• Participates in assigned business groups operational meetings, business reviews, and team building.
• Act as an advisor on HR issues to management of assigned business groups.
• Handle other projects, duties and responsibilities as assigned. HRBP role in Policies, Process, Procedures
• Maintains knowledge of legal requirements for employers, and suggests updates as needed, to remain compliant for policies and the Employee Handbook.
• Researches, develops and proposes policy updates, new policies and/or update procedures/guidelines to support growing and evolving organization.
• Provides trend data to HR Manager for review and discussion
• Ensure HR team is able to provide guidance to managers and employees on policies and how to interpret them; may train managers as needed
• Staying up to date on HR trends and best practices as well as employment laws and regulations
• Partners with HRBPs and broader HR team to ensure consistent application of practices and procedures where appropriate
• Facilitate discussion when HRBP’s find issue; propose solutions; refine internal processes
• Maintain/enhance team effectiveness with consistent application of forms/templates, etc.…reducing repetitive practices where possible.
• Assisting with the screening and interviewing process as needed

Experience and Minimum Qualifications:
• Minimum 4 years of broad-based HR generalist experience providing advice, counsel and coaching to leaders with the ability to influence and champion effective leadership and change, developing strong business partnerships to support achievement of business objectives within assigned business groups
• Bachelor’s Degree in Human Resource Administration, Business Administration, Organizational Psychology or related field from 4-year accredited university strongly preferred. Equivalent experience will be considered.
• Master’s Degree in Business Administration or Human Resources preferred
• Professional certification by the Society for Human Resources Management preferred
• Skilled with computer applications such as Microsoft PowerPoint, Word, Excel and Outlook
• Proficiency with UKG HRIS application preferred
• Original, creative thinker with the ability to show managerial courage
• Must have strong work ethic, and a reputation for the highest degree of integrity and mature business judgment.
• Ability to work in a fast-paced environment with competing deadlines and shifting priorities.
• Strong ability to collaboratively engage with leaders to create, identify, and implement solutions to further the effectiveness of the business.
• Must be able to work with diverse employees, partners and teams.
• Ability to professionally maintain composure and effectiveness under pressure and changing conditions.
• Ability to negotiate conflict and lead conflict resolution while maintaining strong working relationships at all levels of an organization.
• Uses outstanding verbal and communication skills, with poise and confidence to interact with all levels of management.
• Ability to navigate and lead through change.
• Strong understanding of HR processes and procedures and ability to continually improve processes and procedures, ensuring they are fit for purpose for the organization.
• Strong team player, internally with HR team and with the business.
• Strong ability to provide options and influence organizational direction.
• Works collaboratively and willingly shares information; facilitates discussion and resolution of different viewpoints and promotes teamwork.
• Builds trusting and collaborative relationships with business leaders and HR team.
• Excellent interpersonal skills required.
• Proven ability to prioritize and multi-task.
• Ability to handle and protect sensitive information in a confidential and professional manner.
• Advanced problem solving, time management, and decision-making skills required.
• Strong business acumen combined with interpersonal and leadership skills
• Must be legally authorized to work in country of employment without sponsorship for employment visa status (e.g., H18 status).

Preferred Knowledge, Skills, Abilities or Certifications:
• PHR, SHRM-CP, or related designation preferred.
• Experience in direct-to-consumer building, remodeling, and/or construction industries.

Occasional overnight travel required.

Overtime/Additional Hours Requirements:
Additional hours may be required (exempt positions).

Physical Requirements:
Normal office environment.
Performs indoor work in a climate-controlled environment.
Sedentary work. Exerting up to 10 pounds of force occasionally and/or negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time.

Diversity and Inclusion Statement
Leaf Home is committed to creating a diverse environment and is proud to be an equal opportunity employer. We strive to create an environment that embraces differences and fosters inclusion.
Equal Opportunity Statement
Leaf Home will rec111il, hire, train, and promote persons in all job titles without regard to race, color, ancestry, national origin, gender identity or expression, sexual orientation, marital status, religion, age, results of genetic testing, veteran status, or physical/mental disability (except where the disability prevents the individual from being able to perform the essential functions of the job and cannot be reasonably accommodated in full compliance with the law).