HR Business Partner

  Who We Are

Paul Davis Restoration, Inc. (PDRI) is a leading franchisor organization that supports 340+ franchise locations across North America. We are part of FirstService Corporation, a leader in property services. At PDRI, we provide the tools, resources, and expertise to help franchisees and their teams deliver best-in-class restoration and construction services to homeowners and businesses when they need it most.

About the Role

We’re looking for an experienced HR Business Partner (HRBP) to join the PDRI corporate HR team. In this role, you’ll support both PDRI, the franchisor organization, and our company-owned offices that operate under Paul Davis Partnerships, a customer and client centric company, passionately focused on serving our community in its time of need. These offices span 25 markets across six regions, including Canada.

This is a new individual contributor role and a great opportunity for an HR professional who thrives on balancing hands-on HR delivery with strategic support. You’ll be a trusted partner for leaders and employees, bringing strong employee relations and coaching experience, especially in blue-collar environments,  while also contributing to broader HR initiatives.

Why You’ll Love Working Here

• Engaging mix of tactical and strategic HR, plus daily interaction with employees at every level.
• The chance to directly impact employee experience and leadership capability.
• A collaborative HR team where your expertise and ideas are valued.
• Hybrid flexibility; work remotely with one day per week in our Jacksonville HQ.
• Join a mission-driven company that helps people recover from disasters and rebuild their lives.

What You’ll Do

Employee Relations & Coaching

• Act as the primary HR partner for assigned business groups.
• Lead and support employee relations cases, including investigations.
• Provide proactive coaching to managers to strengthen leadership and resolve issues effectively.
• Use internal analytics (turnover, retention, employee feedback) to identify trends and guide leaders in addressing workforce challenges.

Onboarding & Talent

• Build and deliver a robust onboarding program that extends beyond Day 1.
• Partner with managers to ensure new hires integrate successfully and have the support they need.
• Leverage data and feedback from onboarding surveys to continuously improve employee experience.
• Support the full talent cycle, hiring, performance management, and development planning.

Compensation & Benefits

• Assist in administering our compensation philosophy, including COLA reviews and quarterly/annual incentive programs.
• Provide coaching to managers on pay practices, equity, and adjustments.
• Partner with people leaders to use compensation analytics to maintain competitiveness and internal equity.
• Support benefits administration and ensure clear communication to employees.

HR Operations & Projects

• Partner with Payroll and HR Operations to ensure smooth employee transitions and accurate records.
• Support leave management and compliance with state and federal regulations.
• Contribute to HR audits, reporting, and enterprise-wide HR projects.
• Use workforce reporting and analytics to recommend process improvements and support business decisions.
• Drive process improvements through HR technology and self-service tools.
• Partner with safety or operations leadership to support safety culture, ensuring HR practices support safe behaviors and compliance. 

What We’re Looking For

• 3+ years of HRBP experience, with a strong focus on employee relations and investigations in a blue-collar, construction, industrial, or similar environment.
• Bachelor’s degree in HR, Business, or a related field (or equivalent work experience).
• In-depth knowledge and application of HR laws, compliance requirements, and leave administration.
• Demonstrated interpersonal and problem-solving skills, with experience influencing and driving decisions and change at all levels of the organization.
• Demonstrated business acumen, with experience understanding the operations of the groups you support and making recommendations or changes using available tools and data.
• Proven ability to leverage HR technology (such as ADP, UKG, Rippling, Workday etc.) and analytics to str