Human Resources Business Partner (Multi-Unit Operations)

Human Resources That Drives the Business AND Supports the People Behind It

 

This is a fully remote role, but not a disconnected one.

 

At J&P Hospitality Management, our HR Business Partners work closely with Divisional Vice Presidents, Area Managers, and General Managers across a national hotel portfolio, helping leaders navigate employee relations, strengthen accountability, improve hiring decisions, and build strong workplace cultures.

 

We’re looking for someone who understands fast-paced operations and knows how to balance people, performance, and business needs. The strongest candidates will come from hospitality, restaurant, retail, or other multi-unit operational environments where responsiveness, sound judgment, and leadership partnership matter.

 

This is not a sit-back HR role. It’s a hands-on operational partnership role for someone who likes being close to the business, solving problems, coaching leaders, and making an impact.

 

Ideal candidates will come from hospitality, hotels, restaurants, retail, or other fast-paced multi-unit environments and thrive in operationally focused HR roles where responsiveness, accountability, and strong leadership partnership are critical.

 

Compensation & Work Environment

• Fully Remote Position
• Salary Range: $75,000-$85,000 annually
• Multi-state operational support environment
• Up to 10% travel based on business needs
• Comprehensive benefits package
• High-impact role with direct operational partnership

 

Job Description

Job Title: Human Resources Business Partner 
Reports to: Sr Manager, Field Human Resources
FLSA Status: Exempt    
Location: Remote, with some travel as needed for the business
Direct Reports: None
Department: Human Resources 

 

JOB RESPONSIBILITIES:

The Human Resources Business Partner (HRBP) serves as a strategic advisor and hands-on partner to assigned field leadership across J&P Hospitality Management’s hotel portfolio.  This role works closely with Divisional Vice Presidents, Area Managers, General Managers, and other operational leaders to support business goals through strong people leadership and consistent execution of Human Resources practices.

 

The HRBP is expected to balance strategic partnership with direct field execution.  This includes coaching leaders, addressing complex employee relations matters, supporting talent acquisition and succession planning, reducing organizational risk, and helping create strong, accountable workplace cultures.

 

This role requires both strategic thinking and hands-on execution.  Success in this position requires sound judgment, responsiveness, business acumen, and the ability to build trust with operators while holding leaders accountable for follow-through.  The HRBP must be comfortable working in a fast-paced, multi-state hospitality environment where priorities can shift quickly and business needs may require immediate support.

 

ESSENTIAL FUNCTIONS:

Strategic Business Partnership
•    Serve as the Human Resources Business Partner for an assigned portfolio of hotel operations, building strong working relationships with field leadership. 
•    Partner with Divisional Vice Presidents, Area Managers, and General Managers to support business priorities, workforce needs, retention efforts, and leadership effectiveness. 
•    Provide practical guidance on team structure, performance concerns, employee engagement, workforce planning, and leadership challenges. 
•    Help leaders make sound people decisions that balance business needs, employee experience, legal compliance, and company expectations. 
•    Identify recurring issues, operational challenges, and opportunities for improvement across assigned markets. 
•    Support organizational changes, leadership transitions, hotel transitions, restructures, and other business-driven change efforts. 
Employee Relations, Risk Management & Compliance
•    Lead employee relations matters across assigned divisions, including workplace concerns, complaints, investigations, conflict resolution, and performance-related issues. 
•    Conduct timely, thorough, and well-documented investigations involving employee complaints, policy concerns, misconduct allegations, and other workplace matters. 
•    Coach leaders on corrective action, documentation, performance management, policy interpretation, and appropriate issue resolution. 
•    Partner with operational leaders on personnel actions across assigned operations, including hiring decisions, promotions, transfers, corrective action, performance management, suspensions, terminations, and related documentation.
•    Escalate serious employee relations, compliance, safety, legal, or reputational matters in accordance with company expectations. 
•    Partner with leadership and peers to ensure fair, consistent, and legally compliant application of company policies and employment practices. 
•    Maintain strong working knowledge of applicable federal, state, and local employment laws and identify potential risks before they become larger issues. 
•    Support unemployment claims management for assigned operations, including documentation review, claim response coordination, and participation in hearings as needed. 
Talent Acquisition, Talent Planning & Development
•    Lead full-cycle recruitment for assigned field leadership positions, including Area Managers, Operations Excellence Managers, General Managers, Special Operations Managers, and other designated roles. 
•    Partner with operational leaders to improve hiring quality through strong candidate assessment, disciplined interview practices, and sound selection decisions. 
•    Support onboarding and integration of assigned field leaders to help drive early success and alignment with company expectations. 
•    Drive bench planning, succession planning, and internal talent development discussions across assigned operations. 
•    Identify leadership gaps and partner with operational leadership on development planning. 
•    Support staffing, talent assessment, and onboarding needs during hotel openings, transitions, and acquisitions.
Field Execution & Operational Support
•    Maintain visible partnership with assigned operations through regular market engagement, hotel visits, climate assessments, and direct interaction with leaders and employees. 
•    Provide direct support during urgent or complex operational situations requiring HR involvement. 
•    Support leadership changes and stabilization efforts as needed. 
•    Respond with urgency and sound judgment when business needs require timely HR support. 
•    Balance long-term priorities with day-to-day operational demands in a fast-moving environment. 
Leadership Coaching & Organizational Effectiveness
•    Serve as a trusted coach to field leaders, helping strengthen leadership judgment, accountability, communication, documentation quality, and decision-making. 
•    Reinforce company leadership expectations and promote consistency in how leaders manage performance, accountability, and team culture. 
•    Partner with leaders to improve team effectiveness, workplace culture, and employee engagement. 
•    Drive follow-through on action plans and leadership expectations. 
•    Identify opportunities to strengthen leadership capability, improve consistency, and reduce recurring people challenges. 
Reporting, Escalation & Cross-Functional Collaboration
•    Maintain accurate, timely, and professional documentation related to investigations, employee relations matters, leadership actions, and other HR activity. 
•    Maintain required HR trackers, case documentation, and reporting in accordance with departmental expectations. 
•    Provide timely visibility into significant employee relations, operational, compliance, or leadership concerns. 
•    Partner with Payroll, HRIS, Training and Development, Corporate HR, Operations, and other internal stakeholders to support business priorities. 
•    Participate in HR team meetings, operational meetings, talent reviews, and special projects as assigned.

QUALIFICATIONS:

•    Bachelor’s degree in Human Resources, Business Administration, or a related field preferred. 
•    Equivalent combination of relevant education, professional certification, and demonstrated Human Resources experience may be considered in lieu of a degree. 
•    SPHR, SHRM-SCP, PHR, or SHRM-CP certification preferred. 
•    5+ years of progressive Human Resources experience, including strong experience in employee relations, investigations, recruiting, leadership coaching, compliance, and performance management. 
•    Prior Human Resources Business Partner experience supporting multi-site operations required. 
•    Experience supporting hospitality, hotel, restaurant, retail, service, or similarly fast-paced multi-location environments strongly preferred. 
•    Demonstrated success building trusted partnerships with operational leaders and influencing sound business decisions. 
•    Strong working knowledge of federal, state, and local employment laws and HR best practices. 
•    Experience supporting organizational change, leadership transitions, or operational transformation preferred. 
•    Strong judgment, professionalism, discretion, and the ability to appropriately manage sensitive and confidential matters. 
•    Excellent verbal, written, coaching, facilitation, and presentation skills. 
•    Strong organizational skills with the ability to manage competing priorities in a fast-paced environment. 
•    Proficiency with Microsoft Office Suite and HR technology platforms, including HRIS, ATS, and case management or issue tracking systems. 

REQUIREMENTS: 

•    Must reside within reasonable access to a major commercial airport within the continental United States. 
•    Ability to travel up to 10%, based on business needs, including occasional travel with limited advance notice and overnight stays. 
•    Must be reasonably available to support business needs, including occasional evenings, weekends, holidays, and urgent employee relations matters. 
•    Must possess and maintain a valid driver’s license and Real-ID compliant identification for business travel. 
•    Must maintain a professional presence and demeanor appropriate for interaction with employees, leaders, ownership groups, and external stakeholders. 
•    Must be able to successfully complete a criminal background check in accordance with applicable federal, state, and local laws and company policy.

PHYSICAL REQUIREMENTS: 

•    Prolonged periods of computer use, virtual meetings, and phone-based communication.
•    Ability to travel by automobile and commercial airline.
•    Occasional lifting up to 25 pounds related to travel, meetings, or business events.
•    Must be able to perform the essential functions of the position, with or without reasonable accommodation.

This job description is not intended to be an exhaustive list of duties and responsibilities and may be modified at any time to meet business needs, consistent with applicable law.

J&P Hospitality/Asset Management is an equal opportunity employer and does not discriminate against otherwise qualified applicants based on race, color, creed, religion, ancestry, age, sex, marital status, national origin, disability or handicap, or veteran status.  

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