Human Resources Business Partner

The HR Business Partner serves as a strategic and hands-on partner to the Incident Based segment leader, with primary HR responsibility for Aperture’s Incident Based teams. This role works closely with leaders and employees to align people strategies with business objectives and is accountable for talent management, training and development, employee relations, culture and engagement, compliance, and the people side of the segment’s financial performance. The HRBP also leads the HR side of new acquisitions and integrations, partnering with Corporate Human Resources and business leadership to support continued growth and organizational effectiveness.

This role is a true partner to the Incident Based segment leader, someone who knows the business, its people, and its numbers, and who takes shared ownership of the segment’s success. When the segment thrives, this role has done its job.

Reports to: HR Director – Field Operations, with a dotted-line relationship to the Incident Based segment leader.

P&L and Business Performance

• Shares accountability with the Incident Based segment leader for the segment’s operational and financial results, including billable hours, utilization, revenue, and expenses.
• Analyzes workforce trends, HR metrics, and business performance data to identify risks and opportunities, and drives people strategies that improve segment results.
• Serves as the primary HR Business Partner for assigned Incident Based teams, partnering with business and regional leaders to align people strategies with operational goals.

Goal Alignment

• Sets annual HRBP goals jointly with the regional/segment leader so that HR and business priorities are aligned and measured together.
• Reviews progress against shared goals with the segment leader on a regular cadence and adjusts plans as business needs change.

Talent Management

• Owns staffing plans and their execution for the segment, partnering with Recruiting and business leaders to forecast needs, fill roles, and maintain appropriate staffing levels.
  • Leads the segment’s internship program, including planning, intern placement, and conversion of interns to full-time hires
• Builds and maintains succession plans for key roles in the segment
• Owns performance management for the segment, coaching leaders on setting expectations, giving feedback, and addressing performance issues.
• Leads execution of the performance review cycle, ensuring reviews are completed on time and with quality.
• Manages the annual merit process for the segment, partnering with leaders and Corporate HR on recommendations, budget, and communication.
• Manages promotions for the segment from recommendation through approval and implementation.
  • Prepares and processes Personnel Action Forms (PAFs) accurately and on time.
• Maintains accurate and complete employee profiles in Paycom for the segment.

Training and Development

• Partners with leaders and employees to create and track Individual Development Plans (IDPs).
• Owns onboarding for new hires in the segment, ensuring a consistent, high-quality experience from day one
• Leads the 30/60/90-day check-in process for new hires and uses what is learned to improve onboarding and retention

Employee Relations

• Manages employee relations matters, including investigations, coaching, corrective action, and policy interpretation.

Culture

• Champions the segment’s culture and is accountable for engagement and retention results.
• Leads the DISC strategy for the segment, using DISC to strengthen communication, teamwork, and leadership effectiveness.
• Drives participation in Amplify across the segment.
• Leads the Employee Engagement Survey for the segment, sharing results with leaders and owning the resulting action plans.

Compliance

• Ensures the segment complies with applicable employment laws and HR requirements, including:
  • Workers’ compensation: owns incident response, execution of the claim process, and communication to the Corporate HR team
  • ADA: manages accommodation requests and the interactive process.
  • EEO-1: ensures accurate segment data and supports annual reporting.
  • Leaves of absence (LOAs): manages leave requests, tracking, and return-to-work.
  • Safety: promotes a safe workplace and partners with leaders on safety practices and incident follow-up.

Acquisitions and Integrations

• Leads the HR side of new acquisitions and integrations for the segment, including employee transition, change management, and HR integration milestones.

Other 

• Performs other related duties as assigned.

REQUIRED SKILLS & ABILITIES

• Excellent verbal and written communication skills.
• Excellent interpersonal and customer service skills.
• Excellent organizational skills and attention to detail.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
• Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.
• Strong business and financial acumen, with the ability to read and act on P&L, utilization, and billable-hour data.
• Proven ability to partner with practice, segment, or P&L leaders as a trusted advisor and to influence business decisions.
• Experience with Paycom or a comparable HRIS preferred.
• Proficient with Microsoft Office Suite or related software.

EDUCATION & EXPERIENCE

• Minimum 5 years of related HR job experience, including HR business partner experience, preferred.
• Bachelor’s degree required.
• SHRM Certified Professional (SHRM-CP) credential or ability to obtain certification within one year of employment preferred.

PHYSICAL REQUIREMENTS

• The following are essential functions of the role, which must be performed with or without reasonable accommodation:
• Ability to remain seated for extended periods, approximately 80% of the workday, while working at a computer, on the phone, or in meetings.
• Ability to travel by air, including overnight stays, to support teams across Aperture’s office locations and newly acquired businesses
• Ability to travel to all offices and work sites as needed.
• Ability to use a computer, keyboard, phone, and standard office equipment for extended periods.\
• Ability to communicate clearly in person, by phone, and by video conference, including during sensitive or difficult conversations
• Ability to occasionally stand, walk, bend, and reach, and to lift and carry up to 25 pounds (such as luggage or training materials).
• Ability to occasionally work extended or irregular hours to respond to urgent matters, such as workplace incidents, investigations, or acquisition timelines.
• Work is performed primarily in a professional office setting.

BENEFITS

• We strive to offer an environment that provides our employees with the right balance between work and family. We offer a comprehensive benefits package including:
  • Fun, collaborative, casual office
  • Hybrid work schedule
  • Medical, dental, vision, and life insurance
  • 401K with company discretionary contributions
  • Tuition Reimbursement
  • Paid holidays, paid time off, and floating holiday time

AAP/EEO STATEMENT

Aperture is committed to a firm policy in favor of equal employment opportunity and will abide by all applicable state and federal regulations by not discriminating against any applicant or employee on the basis of race, religion, color, creed, sex, age, national origin, ancestry, citizenship status, marital status, sexual orientation, gender identity and expression, physical or mental disability, medical condition, genetic information, pregnancy, childbirth, breastfeeding, or related medical conditions, reproductive health decision-making, military or veteran status, or any other characteristic protected by federal, state, or local law. Our commitment to equal employment opportunities shall include employment, upgrading, promotion, demotion, transfer, leaves or other absences from work, layoffs, compensation and benefits, selection for training or other education, professional opportunities and conflict resolution.

It is also the policy of Aperture to take affirmative action to employ and to advance in employment, all persons regardless of their status as woman, minority or individuals with disabilities or protected veterans, and to base all employment decisions only on valid job requirements.
Aperture is committed to adhering to its obligations to reasonably accommodate both employees and applicants under the Americans with Disabilities Act.