RedSail Technologies
Human Resources Manager & Business Partner
The Human Resources Business Partner Manager will lead, manage, and execute key HR functions across the full employee life cycle. This role must be strategic, experienced, and professional and partners with leaders across departments to ensure alignment between people practices and business objectives, providing expert guidance on hiring, performance, engagement, compliance, and offboarding. The ideal candidate is a proactive problem-solver, relationship-builder, and advocate for both the business and the employee experience. Key Duties
Start of the Employee Life Cycle
Develop and maintain accurate job descriptions aligned with organizational needs. Oversee job requisition maintenance and ensure alignment with headcount planning. Lead interview process support, ensuring fairness, compliance, and best practices. Administer background checks and ensure timely processing. Coordinate equipment and IT onboarding items with relevant teams. Manage employee onboarding to ensure a smooth and compliant new hire experience. During the Employee Life Cycle
Build strong partnerships with managers to coach and support people leadership. Administer employee engagement surveys and interpret data for improvement planning. Collaborate with payroll team to support payroll management and issue resolution. Coordinate and support immigration cases, liaising with legal and external counsel as needed. Promote and monitor workplace safety programs and initiatives. Ensure delivery of and compliance with training requirements. Collaborate on internal communications and local employer branding efforts. Drive employee engagement activities to foster inclusion and morale. Administer performance management systems and track employee progress. Support and administer employee development programs in partnership with L&D. Respond to employee questions and provide timely, accurate guidance. Effectively manage assigned HR administrative team members. Assist with employee relations investigations by gathering documentation, coordinating interviews, taking notes, and preparing summaries or follow-up materials, as appropriate and directed by HR leadership. Lead or support conflict resolution processes and manager coaching. Ensure compliance with EEOC regulations and all applicable labor laws. Maintain compliance with remote posting and labor law notices. End of the Employee Life Cycle / Legal
Manage offboarding processes and ensure positive exit experience. Serve as a witness and HR partner for terminations and other sensitive conversations. Handle and escalate employee grievances appropriately. Act as an HRBP to leaders navigating performance issues or employee relations concerns. Maintenance / Projects
Maintain and update policies, procedures, and SOPs in alignment with regulatory changes and business needs. Lead the development, maintenance, and training of employee handbooks. Review and maintain consulting agreements and vendor documentation. Manage and update employment document templates and forms for HR compliance. Contribute to projects and tasks beyond core duties as needed. Required Education, Work Experience and Skills
Bachelor's degree in Human Resources, Business Administration, or related field; Master's or HR certification (PHR/SPHR, SHRM-CP/SCP) preferred. 4+ years of progressive HR experience, including experience as a generalist or business partner. Strong knowledge of employment law, employee relations, and HR best practices. Excellent interpersonal, communication, and leadership skills. Experience managing multiple HR functions and initiatives simultaneously. Ability to work with discretion, confidentiality, and professionalism in all interactions. Flexibility to support evolving team priorities. Discretionary Judgment
Uses independent judgment and discretion based upon the employee's experience in the position and knowledge of the products, equipment, and services. Uses good judgement and possesses ethical work values. Physical Demands, Working Conditions, and General Employment Guidelines
Moderate or high levels of stress may be experienced in the performance of the job. Position is performed in a general office environment, home office, or approved remote workspace where physical work includes, but is not limited to, sitting, standing, reaching, kneeling, bending, and lifting to 25 lbs. Equipment Daily use of the Microsoft Teams (phone), computer, printer, and other routine office equipment. Must have internet access and a suitable home office setup in order to qualify for hybrid work. Safety to Self and Others
Little responsibility for safety of others. Job is performed in an office setting where there are no hazardous materials or equipment. Working Conditions/Hazards
Position is performed in an open office environment or approved remote work location. Work Location
RedSail Office (Irving, TX or Spartanburg, SC)
The Human Resources Business Partner Manager will lead, manage, and execute key HR functions across the full employee life cycle. This role must be strategic, experienced, and professional and partners with leaders across departments to ensure alignment between people practices and business objectives, providing expert guidance on hiring, performance, engagement, compliance, and offboarding. The ideal candidate is a proactive problem-solver, relationship-builder, and advocate for both the business and the employee experience. Key Duties
Start of the Employee Life Cycle
Develop and maintain accurate job descriptions aligned with organizational needs. Oversee job requisition maintenance and ensure alignment with headcount planning. Lead interview process support, ensuring fairness, compliance, and best practices. Administer background checks and ensure timely processing. Coordinate equipment and IT onboarding items with relevant teams. Manage employee onboarding to ensure a smooth and compliant new hire experience. During the Employee Life Cycle
Build strong partnerships with managers to coach and support people leadership. Administer employee engagement surveys and interpret data for improvement planning. Collaborate with payroll team to support payroll management and issue resolution. Coordinate and support immigration cases, liaising with legal and external counsel as needed. Promote and monitor workplace safety programs and initiatives. Ensure delivery of and compliance with training requirements. Collaborate on internal communications and local employer branding efforts. Drive employee engagement activities to foster inclusion and morale. Administer performance management systems and track employee progress. Support and administer employee development programs in partnership with L&D. Respond to employee questions and provide timely, accurate guidance. Effectively manage assigned HR administrative team members. Assist with employee relations investigations by gathering documentation, coordinating interviews, taking notes, and preparing summaries or follow-up materials, as appropriate and directed by HR leadership. Lead or support conflict resolution processes and manager coaching. Ensure compliance with EEOC regulations and all applicable labor laws. Maintain compliance with remote posting and labor law notices. End of the Employee Life Cycle / Legal
Manage offboarding processes and ensure positive exit experience. Serve as a witness and HR partner for terminations and other sensitive conversations. Handle and escalate employee grievances appropriately. Act as an HRBP to leaders navigating performance issues or employee relations concerns. Maintenance / Projects
Maintain and update policies, procedures, and SOPs in alignment with regulatory changes and business needs. Lead the development, maintenance, and training of employee handbooks. Review and maintain consulting agreements and vendor documentation. Manage and update employment document templates and forms for HR compliance. Contribute to projects and tasks beyond core duties as needed. Required Education, Work Experience and Skills
Bachelor's degree in Human Resources, Business Administration, or related field; Master's or HR certification (PHR/SPHR, SHRM-CP/SCP) preferred. 4+ years of progressive HR experience, including experience as a generalist or business partner. Strong knowledge of employment law, employee relations, and HR best practices. Excellent interpersonal, communication, and leadership skills. Experience managing multiple HR functions and initiatives simultaneously. Ability to work with discretion, confidentiality, and professionalism in all interactions. Flexibility to support evolving team priorities. Discretionary Judgment
Uses independent judgment and discretion based upon the employee's experience in the position and knowledge of the products, equipment, and services. Uses good judgement and possesses ethical work values. Physical Demands, Working Conditions, and General Employment Guidelines
Moderate or high levels of stress may be experienced in the performance of the job. Position is performed in a general office environment, home office, or approved remote workspace where physical work includes, but is not limited to, sitting, standing, reaching, kneeling, bending, and lifting to 25 lbs. Equipment Daily use of the Microsoft Teams (phone), computer, printer, and other routine office equipment. Must have internet access and a suitable home office setup in order to qualify for hybrid work. Safety to Self and Others
Little responsibility for safety of others. Job is performed in an office setting where there are no hazardous materials or equipment. Working Conditions/Hazards
Position is performed in an open office environment or approved remote work location. Work Location
RedSail Office (Irving, TX or Spartanburg, SC)