Ezee Fiber
Human Resources Business Partner
The Human Resources Business Partner (HRBP) will play a critical role in aligning HR initiatives and functions with business objectives and needs. This role involves strategic partnership with management to foster a positive work environment, enhance employee engagement, and ensure effective recruitment processes. The HRBP will also focus on employee relations and employee engagement strategies to maintain a direct relationship with the employees we serve.
About Ezee Fiber
At Ezee Fiber, we're dedicated to providing innovative and reliable fiber optic solutions that enhance connectivity and communication. Our brand stands for excellence, cutting-edge technology, and exceptional customer service. We pride ourselves on a collaborative and dynamic work environment where creativity and technical expertise drive our success.
Key Responsibilities:
Strategic HR Partnership & Business Alignment Partner with senior leadership to develop and execute HR strategies that support business growth, operational effectiveness, and talent retention. Provide data-driven insights to influence workforce planning, organizational design, and HR decision-making. Ensure HR initiatives align with company goals, industry trends, and best legal practices in employment law. Employment Law, Compliance & Risk Mitigation
Maintain compliance with federal, state, and local employment laws including Title VII, FLSA, FMLA, ADA, NLRA, OSHA, and EEO regulations. Conduct internal HR audits and risk assessments to mitigate legal exposure and ensure adherence to labor laws. Consult with managers on compliance-related matters such as retention, disciplinary actions, investigations, counseling, and terminations. Lead responses to EEOC claims, working closely with legal counsel to ensure accurate documentation and legal compliance. Manage ADA accommodations, ensuring adherence to legal requirements and conducting interactive processes with employees. Oversee and manage the leave of absence (LOA) process, ensuring compliance with FMLA, state leave laws, and company policies. Employee Relations & Workplace Investigations
Provide guidance to managers and employees on employee relations issues, including conflict resolution, performance improvement plans (PIPs), and workplace behavior. Conduct workplace investigations related to harassment, discrimination, misconduct, and policy violations, maintaining confidentiality and impartiality. Promote a positive and legally compliant work environment, ensuring fair treatment and adherence to workplace policies. Performance Management & Leadership Coaching
Partner with Corporate HR to implement and oversee performance review processes, ensuring alignment with business objectives. Coach managers and employees on feedback delivery, performance improvement plans (PIPs), and career development. Advise leadership on best practices in employee coaching, counseling, and disciplinary procedures. Talent Life Cycle & Workforce Planning
Work closely with the Talent Acquisition team to align recruitment strategies with business goals. Assist in succession planning efforts, identifying key talent, and developing retention strategies. Partner with Learning & Development (L&D) to design and implement career pathways that support employee growth, skill development, and internal mobility across the organization. Collaborate with managers to identify career progression opportunities, ensuring employees have clear development plans aligned with business needs Employee Engagement & Organizational Culture
Develop and execute employee engagement initiatives that enhance morale, productivity, and workplace culture. Conduct employee surveys and develop action plans to improve workplace satisfaction. Partner with leadership to foster a positive work environment that supports collaboration and professional growth. HR Data Analytics & Compliance Tracking
Research and analyze HR metrics, including turnover rates, performance trends, and compliance adherence. Establish tracking mediums for measuring HR processes and regulatory compliance. Utilize HRIS systems to maintain accurate records and generate compliance reports. Compensation & Benefits Administration
Assist in the development and administration of compensation structures and benefits programs. Ensure pay equity compliance and support the company's total rewards strategy. Collaborate with HR leadership to analyze market trends and recommend compensation adjustments. Change Management & Organizational Development
Lead change management efforts, ensuring smooth transitions and effective communication during organizational changes. Support leadership in structuring teams, improving workflows, and enhancing organizational effectiveness. Ensure all change initiatives comply with employment laws, company policies, and best HR practices. Qualifications:
Bachelor's degree in Human Resources, Business Administration, or a related field. Minimum of 5 years of experience in HR, with at least 3 years in a business partner role. Strong knowledge of HR best practices and employment laws. Excellent interpersonal and communication skills. Ability to build relationships and influence stakeholders at all levels. Strong analytical and problem-solving skills. Experience in the telecom industry is a plus. HR certification (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP) preferred. Proficiency in HRIS and recruitment software preferred. What We Offer:
Salary $80,000-$90,000 Competitive compensation package. Health, Dental, and Vision insurance. 401(k) match. Paid time off and other generous benefit programs.
Why Join Us:
At Ezee Fiber, we are committed to fostering a diverse and inclusive environment where innovation thrives. As the Human Resources Business Partner (HRBP), you will play a critical role in building a new function that directly impacts our company's growth and success.
The Human Resources Business Partner (HRBP) will play a critical role in aligning HR initiatives and functions with business objectives and needs. This role involves strategic partnership with management to foster a positive work environment, enhance employee engagement, and ensure effective recruitment processes. The HRBP will also focus on employee relations and employee engagement strategies to maintain a direct relationship with the employees we serve.
About Ezee Fiber
At Ezee Fiber, we're dedicated to providing innovative and reliable fiber optic solutions that enhance connectivity and communication. Our brand stands for excellence, cutting-edge technology, and exceptional customer service. We pride ourselves on a collaborative and dynamic work environment where creativity and technical expertise drive our success.
Key Responsibilities:
Strategic HR Partnership & Business Alignment Partner with senior leadership to develop and execute HR strategies that support business growth, operational effectiveness, and talent retention. Provide data-driven insights to influence workforce planning, organizational design, and HR decision-making. Ensure HR initiatives align with company goals, industry trends, and best legal practices in employment law. Employment Law, Compliance & Risk Mitigation
Maintain compliance with federal, state, and local employment laws including Title VII, FLSA, FMLA, ADA, NLRA, OSHA, and EEO regulations. Conduct internal HR audits and risk assessments to mitigate legal exposure and ensure adherence to labor laws. Consult with managers on compliance-related matters such as retention, disciplinary actions, investigations, counseling, and terminations. Lead responses to EEOC claims, working closely with legal counsel to ensure accurate documentation and legal compliance. Manage ADA accommodations, ensuring adherence to legal requirements and conducting interactive processes with employees. Oversee and manage the leave of absence (LOA) process, ensuring compliance with FMLA, state leave laws, and company policies. Employee Relations & Workplace Investigations
Provide guidance to managers and employees on employee relations issues, including conflict resolution, performance improvement plans (PIPs), and workplace behavior. Conduct workplace investigations related to harassment, discrimination, misconduct, and policy violations, maintaining confidentiality and impartiality. Promote a positive and legally compliant work environment, ensuring fair treatment and adherence to workplace policies. Performance Management & Leadership Coaching
Partner with Corporate HR to implement and oversee performance review processes, ensuring alignment with business objectives. Coach managers and employees on feedback delivery, performance improvement plans (PIPs), and career development. Advise leadership on best practices in employee coaching, counseling, and disciplinary procedures. Talent Life Cycle & Workforce Planning
Work closely with the Talent Acquisition team to align recruitment strategies with business goals. Assist in succession planning efforts, identifying key talent, and developing retention strategies. Partner with Learning & Development (L&D) to design and implement career pathways that support employee growth, skill development, and internal mobility across the organization. Collaborate with managers to identify career progression opportunities, ensuring employees have clear development plans aligned with business needs Employee Engagement & Organizational Culture
Develop and execute employee engagement initiatives that enhance morale, productivity, and workplace culture. Conduct employee surveys and develop action plans to improve workplace satisfaction. Partner with leadership to foster a positive work environment that supports collaboration and professional growth. HR Data Analytics & Compliance Tracking
Research and analyze HR metrics, including turnover rates, performance trends, and compliance adherence. Establish tracking mediums for measuring HR processes and regulatory compliance. Utilize HRIS systems to maintain accurate records and generate compliance reports. Compensation & Benefits Administration
Assist in the development and administration of compensation structures and benefits programs. Ensure pay equity compliance and support the company's total rewards strategy. Collaborate with HR leadership to analyze market trends and recommend compensation adjustments. Change Management & Organizational Development
Lead change management efforts, ensuring smooth transitions and effective communication during organizational changes. Support leadership in structuring teams, improving workflows, and enhancing organizational effectiveness. Ensure all change initiatives comply with employment laws, company policies, and best HR practices. Qualifications:
Bachelor's degree in Human Resources, Business Administration, or a related field. Minimum of 5 years of experience in HR, with at least 3 years in a business partner role. Strong knowledge of HR best practices and employment laws. Excellent interpersonal and communication skills. Ability to build relationships and influence stakeholders at all levels. Strong analytical and problem-solving skills. Experience in the telecom industry is a plus. HR certification (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP) preferred. Proficiency in HRIS and recruitment software preferred. What We Offer:
Salary $80,000-$90,000 Competitive compensation package. Health, Dental, and Vision insurance. 401(k) match. Paid time off and other generous benefit programs.
Why Join Us:
At Ezee Fiber, we are committed to fostering a diverse and inclusive environment where innovation thrives. As the Human Resources Business Partner (HRBP), you will play a critical role in building a new function that directly impacts our company's growth and success.