People Business Partner

Job description

Meriton is a national team of experts driving HVAC innovation through a network of high-performing companies. From strategy and support to systems and solutions, we work behind the scenes to strengthen operations and build value—for our partners and our people. If you’re looking to make an impact, we’re glad you’re here. At Meriton, you’ll join a team that believes in big ideas, doing great work, and building careers that matter—every step of the way. **Title**: People Business Partner **Location**: Louisville, KY **FLSA Status**: Exempt **Reports To**: Director, People Strategy & Experience **JOB PURPOSE** This role acts as a strategic advisor to business leaders, aligning people strategies with organizational objectives to drive performance, engagement, and sustainable growth. The role leads the translation of enterprise HR strategy into business unit execution, providing expert guidance on workforce planning, organizational design, employee relations, and change management. By leveraging data-driven insights, building leadership capability, and partnering closely with Centers of Excellence, the People Business Partner ensures effective decision-making, strengthens organizational capability, and fosters a high-performing, compliant, and values-driven culture. **RESPONSIBILITIES** Compensation and Benefits Program Design - Support the design and delivery of employee compensation structures and benefit programs; provide financial, market, and legal analysis and insights; draft internal management reports. Employee Engagement - Deliver employee engagement activities and drafting materials to promote the actions taken by OPCO/business unit. Partners with other shared services functions to ensure messages are communicated effectively and accurately Employee Preboarding and Offboarding - Contribute to the development of preboarding and/or offboarding processes to ensure that the employee experience is consistent with the organization's employer brand and values and meets all statutory requirements; prepare and maintain legally compliant document templates. Partners with leaders to manage specifics of offboarding and assist in the orientation of new hires. Delivering day 1 orientation sessions with new hires. Partners with shared services and presidents to build the new hire meeting schedule for the first week. Payroll Administration - Oversees and provides back-up support for employee records, payroll issues, employee files and other administrative tasks. Stakeholder Engagement - Contribute to stakeholder engagement by identifying stakeholders; by finding out their needs, issues, and concerns; and by reacting to these needs, issues, and concerns, arranging meetings and events and drafting supporting materials to promote understanding and commitment. Information and Business Advice - Provide specialist advice on the interpretation and application of policies and procedures, resolving queries and issues and collaborating with relevant stakeholders on very complex or contentious issues to others. Full end to end resolution around the application of policies and procedures that come to them. Collaborates with COE where needed for support Operational Compliance - Maintain and renew a deep knowledge and understanding of the organization's policies and procedures and of relevant regulatory codes and codes of conduct, and ensure own work adheres to required standards. Or identify, within the team, patterns of noncompliance with the organization's policies and procedures and with relevant regulatory codes and codes of conduct, taking appropriate action to report and resolve these and escalating issues as appropriate. Collaborates with COE where needed for support and ask questions on policies and procedures set at that level Policy Execution and Implementation - Execute policies and procedures set by the COE at an OPCO/business unit level. Strategic Workforce Planning - Deliver specified, complex analyses of external and internal information and analyses of complex resourcing scenarios to support the development of key strategic insights and the strategic workforce plan. Collaborates and partners with TA COE to kick off recruitment efforts. HR Data Analytics and Insights - Deliver complex analyses of HR data; identify key trends and contribute to the creation of HR insights that enable the diagnosis of business issues, enhancement of employee engagement, and/or improvement of business performance. Collaborates with COE on suggested business improvements. Transformational Change Management - Manage workstreams or small projects within a transformational change program, ensuring integration with related projects; to build acceptance of change and embed desired culture and behaviors. Employee Relations Case Management - Provide advice and guidance to managers in developing, documenting, and communicating solutions (including disciplinary action) for individual employee relations cases; support managers at formal hearings. Delivers end-to-end resolution of cases they can handle. Organizational Capability Building - Provide training or coaching to others throughout the organization in own area of expertise to enable others to improve performance and fulfill personal potential. Identify OPCO/business unit level needs to training and development and share that with COE Leadership and Direction - Serves as a mentor for the development of skills and knowledge at the OPCO/business unit level. **EDUCATION** Bachelor’s Degree or equivalent experience **EXPERIENCE** 6+ years of broad HR experience across multiple HR functional areas, including compensation and benefits, employee engagement, workforce planning, policy implementation, HR analytics, change management, organizational development, stakeholder engagement, compliance, employee relations, talent acquisition, onboarding/offboarding, and payroll administration. Multi-site and multi-location HRBP experience is a big plus. **MANAGERIAL EXPERIENCE** 3+ years of experience influencing, coaching, and advising business leaders while managing priorities and resources to achieve strategic and operational objectives. **Meriton is an Equal Opportunity Employer** Employment practices will not be influenced or affected by an applicant’s or employee’s race, color, religion, sex (including pregnancy), national origin, age, disability, genetic information, sexual orientation, gender identity or expression, veteran status or any other legally protected status. Reasonable accommodations will be made for qualified individuals with disabilities unless doing so would result in an undue hardship. Salary ranges listed are dependent upon a candidate’s qualifications, experience, internal equity, and the budgeted amount for the specific role and location.