Regional People Business Partner

Position Overview:

The Regional People Business Partner (RPBP) ensures that ESL’s people experience matches our ambitious business goals. You’ll infuse strategy with a human touch, creating a workplace where both employees and leaders feel supported, inspired, and ready to succeed.  

ESL’s RPBP will work closely with talent acquisition, operations, and regional leadership teams to build a pipeline of talent that is ready to support the company’s growth. This role presents a unique opportunity to shape our organizational culture, elevate performance, and cultivate a workplace where employees are empowered to reach their highest potential—all while delivering exceptional care and creating meaningful experiences for our residents. This position will require travel and the candidate must be located in Florida or Colorado.

Key Responsibilities:

Recruitment

• Partner with the Talent Acquisition team to create an innovative hiring plan that attracts and retains skilled, customer-focused team members who align with the company’s mission, values, and service standards.
• Develop strong candidate pipelines with a focus on high volume recruiting efforts, that ensure the future of the organization is as secure and promising as its present.
• Lead HR support for new development communities, collaborating with operational leaders and Talent Acquisition to build an entire team from the ground up. Support hiring timelines, assist in sourcing strategies, and facilitate an engaging, well-structured onboarding experience to set the new team up for success.
• Provide on-the-ground support for hiring and workforce planning in newly developed communities, ensuring staffing milestones are met to align with operational launch goals.

Business Operations

• Partner closely with operational leaders to understand business objectives and identify opportunities to enhance employee engagement while driving towards desired business outcomes. Provide strategic guidance on a wide range of People-related matters, including workforce planning, talent management, organizational development, and change management.
• Use creative technologies, software, and tools to ensure effective cross-functional communication, coordinate People team initiatives, and streamline processes.
• Analyze People metrics and data to identify trends, insights, and areas for improvement, using findings to inform decision-making, increase productivity, and drive continuous improvement.
• Stay informed of industry trends, best practices, and regulatory changes, proactively incorporating insights into People strategies and practices to maintain alignment with business goals.
• Document and share regular communication about progress, goals, and milestones to keep teams aligned.

Employee Engagement

• Serve as a trusted advisor and advocate for employees, fostering open communication, actively listening to feedback, addressing concerns, and championing initiatives that promote diversity, equity, and inclusion.
• Serve as a trusted partner for leadership, building strong connections and providing expert counsel on maintaining an inclusive, welcoming, and high-performing culture.
• Utilize engagement survey data to implement employee engagement programs, recognition initiatives, and performance management processes to promote a positive work environment and drive employee motivation, satisfaction, and ultimately retention.
• In partnership with the talent management COE, lead the design and implementation of employee development programs, training initiatives, and performance management processes to support career growth and advancement opportunities.

Employee Relations

• Lead complex employee relations matters with discretion, care, and a commitment to maintaining respect.
• Proactively address challenges with empathy and fairness. Manage employee complaints, allegations of misconduct, and other sensitive concerns with professionalism.
• Conduct thorough and impartial investigations when necessary to ensure transparency and resolution, ensuring compliance with legal requirements and company policies. Follow appropriate documentation and workflow processes, consulting with the VP, People as needed.
• Utilize employee relations data trends to identify leadership development opportunities and conflict management strategy to reduce case volume and improve team dynamics.

Requirements

Qualifications:

• Bachelor's degree in Human Resources, Business Administration, or related field.
• Minimum of 5 years of progressive HR generalist experience, with a focus on employee relations and investigations, employee engagement, talent management, and organizational development.