SR People and Culture Business Partner (930832)

We are a purpose-driven organization where support teams directly impact our ability to change the lives of the people and communities we serve. Throughout our US network and global family, our services span workforce and employment, education and training, and community support.

Equus Workforce Solutions is a member of the APM Group, a global network focused on enhancing a person’s health and wellbeing, independence, and employability.

The Senior People & Culture Business Partner (Sr. P&C BP) is a hands-on HR partner responsible for providing day-to-day People & Culture support to leaders and employees across an assigned portfolio of the business. This role works closely with managers to address employee relations matters, performance concerns, policy questions, workforce needs, and other people-related issues while ensuring consistent application of company practices and processes.

A significant part of this role involves directly managing employee relations matters from intake through resolution, including conducting investigations, advising leaders on performance and attendance concerns, supporting corrective action, and helping managers navigate complex employee situations.

The Sr. P&C BP also plays an important role in executing core People & Culture processes, including performance management, organizational changes, talent reviews, employee engagement, and workforce planning. While the role partners with senior leaders and provides thoughtful guidance on people decisions, this is a highly hands-on position that requires someone who is comfortable moving between advising leaders and personally managing the details and follow-through required to get the work done.

This role operates in a dynamic, fast-moving environment and supports multiple priorities at the same time. We’re looking for an experienced HR professional who is practical, responsive, comfortable working through complex employee situations, and willing to roll up their sleeves to support the business.

People & Culture Business Partnership

• Serve as the primary P&C partner for assigned leaders, managers, and employees, providing practical guidance and day-to-day support.

• Build strong working relationships with operational leaders to understand their teams, workforce needs, and people-related challenges.

• Provide guidance on company policies, P&C practices, employee concerns, performance management, attendance, and other workplace matters.

• Partner with leaders on workforce planning, talent needs, organizational changes, retention concerns, and other people-related decisions.

• Ensure P&C processes and practices are consistently implemented across assigned business areas.

• Work collaboratively with other P&C functions, including Talent Acquisition, Benefits, Payroll, HRIS, Learning & Development, and P&C leadership, to resolve issues and support business needs.

Employee Relations & Performance Management

• Manage a high volume of employee relations matters from intake through resolution.

• Provide hands-on guidance to managers regarding performance concerns, attendance issues, workplace conduct, policy violations, and corrective action.

• Conduct workplace investigations, including gathering information, interviewing employees and witnesses, documenting findings, and partnering with appropriate stakeholders on next steps.

• Coach managers on appropriate documentation and effective handling of employee concerns.

• Support performance improvement plans, written warnings, and other corrective actions.

• Partner with leaders and P&C leadership on employee separations and other complex employment decisions.

• Help ensure employee matters are handled fairly, consistently, and in accordance with company policies and applicable employment laws.

• Maintain appropriate documentation and follow-through on employee relations cases.

Manager Support & Coaching

• Serve as a trusted and accessible resource for managers navigating day- to-day people situations.

• Coach managers on employee communication, performance conversations, documentation, conflict resolution, and effective people management practices.

• Help managers address issues proactively and escalate matters when appropriate.

• Support managers through difficult employee conversations and complex workplace situations.

• Provide practical recommendations that balance employee needs, business needs, company practices, and compliance considerations.

Talent & Performance Processes

• Support managers through annual and ongoing performance management processes.

• Partner with leaders to identify performance concerns, development needs, retention risks, and talent needs within their teams.

• Participate in talent reviews and succession planning processes and assist leaders with required follow-up actions.

• Support onboarding and integration of new leaders and employees when appropriate.

• Partner with Talent Acquisition and hiring leaders on workforce and…