Human Resources Business Partner

Base Salary: $85,000 - $100,000
Who we are:
Illumia is an industry leader in bringing the best integrated technology solutions to education, healthcare, and business campuses worldwide. Illumia was built on the collective expertise of two legacy cultures, and brings together people, technology, and insight to pioneer the art of the experience across the communities we serve. Be a part of this exciting organization and improving the lives of people doing mission-critical work.
This position is hybrid if local to our office in Alpharetta, GA or Scottsdale, AZ.
Scottsdale, AZ - 18700 N. Hayden Rd, Ste 230, Scottsdale, AZ 85255
Why join our team?
We strive to provide the best customer experience in the industry and have succeeded with a single, strong motivating principle: We serve our user community.
Our success and growth are directly attributed to our people. Our newly named company is dedicated to fostering a culture of integrity, respect, and continuous personal development. We maintain an entrepreneurial spirit, where creativity, innovative problem-solving, and learning agility drive our day-to-day actions.
What you will be doing:
The People & Culture Human Resources Business Partner (HRBP) partners with assigned business leaders and managers to support the implementation of people practices and initiatives that contribute to employee engagement, leadership effectiveness, and organizational performance. This role applies practical HR knowledge and an understanding of business needs to provide guidance on performance management, talent development, employee engagement, and established People & Culture programs.
The HRBP builds productive working relationships with leaders, develops knowledge of their business priorities, and provides recommendations based on established HR policies, processes, and best practices. This position independently manages familiar HR responsibilities and collaborates with senior HRBP team members and People & Culture leadership when addressing more complex or unfamiliar matters.
The successful candidate is a proactive, self-motivated HR professional with previous HRBP experience who takes initiative, demonstrates accountability, and consistently follows through on commitments. This individual can manage competing priorities, anticipate routine business needs, and work independently within established guidelines while recognizing when additional guidance or escalation is appropriate.
Who you will work with:
The HRBP partners with assigned business leaders and managers to understand operational priorities, support people-related needs, and implement HR practices aligned with business objectives.
This role collaborates with the People & Culture Business Partner team, People & Culture Operations, Talent Acquisition, Total Rewards, Learning & Development, and other Centers of Excellence to provide consistent HR support.
The HRBP also works with People & Culture leadership and other internal stakeholders, as appropriate, to coordinate employee-related initiatives, organizational changes, and established HR processes.
Key Responsibilities and Duties
Business Partnership and HR Consultation: Build effective relationships with assigned business leaders and managers to understand departmental priorities, identify people-related needs, and provide practical HR guidance. Apply knowledge of company policies, processes, and business operations to support consistent people decisions and effective HR practices.
Leadership Support and Coaching: Provide managers with guidance on established people management practices, employee communication, feedback, and leadership responsibilities. Offer practical recommendations using established HR practices and seek additional guidance when addressing unfamiliar or complex situations.
Performance Management: Guide managers through established performance management processes, including goal setting, employee feedback, coaching, performance documentation, and performance improvement plans. Support leaders in establishing clear expectations, addressing routine performance concerns, and monitoring progress.
Talent Management and Employee Development: Support talent assessments, succession planning, employee development, and retention initiatives. Assist leaders in identifying employee strengths, development opportunities, and talent needs while coordinating with Learning & Development and other People & Culture partners.
Organizational Effectiveness and Workforce Support: Partner with leaders and senior HRBP team members to identify workforce needs, team effectiveness opportunities, and talent gaps. Support organizational planning activities, role alignment, and the implementation of established workforce initiatives.
Employee Engagement and Culture: Support leaders in reviewing employee feedback, identifying engagement opportunities, and implementing action plans that strengthen communication, collaboration, accountability, and the employee experience.
Change Management and Organizational Initiatives: Support leaders and senior HRBP team members with organizational changes, workforce transitions, and business initiatives. Assist with employee communications, coordination of activities, documentation, and implementation of established change management plans.
Compensation and Talent Processes: Collaborate with Total Rewards, Talent Acquisition, and business leaders to support established compensation, promotion, job description, and career framework processes. Gather relevant information, provide guidance on established procedures, and escalate matters requiring additional review or approval.
HR Programs and Policy Implementation: Partner with the broader People & Culture organization to support implementation of HR policies, programs, and initiatives. Provide guidance on established processes, communicate updates to assigned leaders, and help ensure consistent application of company practices.
HRBP Initiative Ownership and Collaboration: Independently manage assigned HRBP responsibilities, projects, and initiatives within established guidelines. Coordinate stakeholders, maintain timelines, monitor progress, and ensure timely follow-through. Identify opportunities to improve established processes and contribute to team priorities.
What You’ll Bring:
Bachelor's degree in Human Resources, or minimum of three years of progressive Human Resources experience, including direct experience in an HR Business Partner role supporting business leaders and managers.
Working knowledge of HR principles, practices, and processes, with the ability to apply established guidelines to familiar workplace situations.
Experience providing practical HR guidance to managers on performance management, employee development, policy interpretation, and people management practices.
Experience supporting talent management, employee engagement, workforce planning, and organizational initiatives.
Working knowledge of federal and state employment laws and the ability to recognize situations requiring additional review or escalation.
HR analytics and employee-related issues, evaluate possible solutions using experience and established practices, and recommend appropriate next steps.
Developing business acumen with the ability to understand departmental priorities and apply that knowledge to support people-related decisions.
Strong interpersonal and relationship-building skills, with the ability to establish credibility and maintain productive working relationships with employees, managers, and People & Culture colleagues.
Effective written and verbal communication skills, including the ability to explain HR policies, processes, and sensitive information clearly and professionally.
Proficiency in Microsoft Office applications, including Excel and PowerPoint, and experience working with HRIS platforms.
Demonstrated ability to be a proactive self-starter, independently managing familiar assignments, identifying priorities, taking initiative, and consistently following through on commitments.
Strong organizational and time management skills, with the ability to manage competing priorities, coordinate activities, and meet established deadlines.
Ability to work independently within established guidelines while seeking appropriate guidance on complex or unfamiliar situations.
Sound judgment, professionalism, and discretion when handling confidential employee and organizational information.
Adaptability, resilience, and a collaborative approach to addressing workplace challenges and changing business priorities.
Preferred Qualifications
Experience supporting business leaders in a technology, SaaS, or multi-functional organization.
Experience participating in talent reviews, succession planning, employee engagement initiatives, or organizational effectiveness programs.
Experience supporting organizational changes, workforce transitions, or HR process improvements.
Experience with UKG or comparable HRIS platforms, employee enga