HR Business Partner

Reports to: Head of People Operations

Position Summary

The HR Business Partner is one of Intelvio’s first dedicated HR hires — a foundational role that carries real weight. This isn’t a seat-filler position. We need someone who is energized by building, not just maintaining, someone who can walk into an environment where processes are still being defined and leave it structurally stronger.

This role is responsible for the strategic execution and day-to-day delivery of HR across multiple operating entities nationwide. You will serve as a trusted partner to regional supervisors, directors, and executive leadership, providing expert support across employee relations, people management coaching, multi-state compliance, and workforce strategy.

You will also build and establish the HR infrastructure Intelvio needs to scale: standardizing processes, standing up systems, creating playbooks, and setting the foundation for a people operations function that can grow with the company. If you’ve been waiting for the opportunity to build something from the ground up, this is it.

Intelvio is a private equity-backed healthcare vocational education company with 400+ employees across 45+ states, 90+ campuses, and multiple operating entities. We grow fast — organically and through acquisition — and as one of the first HR professionals in the organization, you will play a defining role in shaping how people operations functions across every entity we operate.

Key Responsibilities

Employee Relations

• Serve as the first point of contact for employee relations matters across all entities, conducting initial inquiries, documenting accurately, and escalating appropriately.
• Coach regional supervisors and directors through performance management, corrective action, and difficult conversations before they become costly problems.
• Analyze ER trends across entities and proactively surface data-backed recommendations to leadership on policy, culture, and risk.
• Support structured offboarding processes including exit interviews, trend analysis, and retention insight reporting.

People Management Coaching

• Serve as a consistent coach and thought partner to managers and leaders at all levels, from frontline supervisors to regional directors, across all operating entities.
• Build manager capability in feedback delivery, performance conversations, team development, and people leadership through structured coaching and just-in-time support.
• Develop and facilitate practical training on HR fundamentals, management best practices, and policy application.
• Use data to identify leadership gaps and partner with the Sr. Director to build scalable, repeatable solutions.

Executive Support

• Provide direct HR partnership to senior leaders and executives across entities — handling sensitive matters with speed, discretion, and sound judgment.
• Prepare and present people analytics and workforce data for leadership reviews, strategic planning cycles, and organizational decision-making.
• Advise on org design, workforce restructuring, and change management as the business evolves through growth and acquisition.
• Translate executive business priorities into actionable, measurable people strategies that align across all entities.

Compliance & Policy (Multi-State, Multi-Entity)

• Own multi-state compliance across wage and hour, leave laws, garnishments, and state-specific employment requirements spanning 45+ states and multiple entities.
• Monitor regulatory changes proactively and update policies, handbooks, and internal HR communications ahead of enforcement, not in response to it.
• Build and standardize policy frameworks from scratch where gaps exist; harmonize policy application across entities while preserving necessary local variation.
• Maintain accurate employee records and support audits, reporting requirements, and accreditation-related compliance.

Process Building & Operational Excellence

• Design and document HR processes, SOPs, and playbooks where they don’t yet exist, building infrastructure that scales with the organization.
• Identify gaps in current people operations workflows and implement structured, repeatable solutions that reduce friction for managers and employees alike.
• Establish consistent onboarding, offboarding, and performance management frameworks that can be applied uniformly across all entities.
• Partner with the Sr. Director to build out a people operations function that can support Intelvio’s continued growth through acquisition and organic expansion.

Strategic HR Partnership (Multi-Entity)

• Embed with regional supervisors, directors, and entity leaders across the nation to understand workforce dynamics and translate them into HR action.
• Leverage workforce data — headcount trends, turnover analytics, engagement signals - to inform decisions, shape strategy, and proactively flag risk.
• Support post-acquisition workforce integration: harmonizing policies, aligning org structure, and onboarding new entity teams into Intelvio’s people infrastructure.
• Contribute to cross-entity HR initiatives including benefits administration, compensation benchmarking, workforce planning, and system improvements.

Full-Cycle Recruiting (As Needed)

• Partner with talent acquisition and regional directors to align on open role requirements, team fit, and hiring timelines across entities.
• Step into full-cycle recruiting for high-priority or hard-to-fill roles, owning the req from intake through offer.
• Facilitate smooth onboarding transitions from offer acceptance through the first 90 days, without dropped handoffs across entities.

HR Operations & Systems (Rippling)

• Manage onboarding workflows in Rippling across all entities, offer letter generation, I-9 completion, and first-day readiness coordination.
• Maintain HRIS data including employee records, org structure, and system workflows with a high bar for accuracy across every entity.
• Build and maintain Rippling automations and reporting that provide leadership with real-time visibility into people data.
• Act as an internal resource for manager and employee questions related to Rippling across the organization.

Qualifications Required

• 3–5 years of HR generalist or HRBP experience, ideally in a multi-site, multi-state, or multi-entity environment.
• Demonstrated experience building HR processes, policies, or infrastructure from the ground up, not just inheriting and maintaining existing systems.
• Hands-on experience with Rippling (HRIS, workflows, and/or reporting).
• Working knowledge of multi-state employment law: knows enough to know when to dig deeper.
• Experience managing employee relations situations with professionalism, discretion, and sound judgment.
• Proven track record coaching managers and developing people leadership capability at multiple levels.
• Data-driven mindset: comfortable pulling, interpreting, and presenting workforce analytics to leadership.
• Experience supporting or directly partnering with senior and executive-level leaders.
• Full-cycle recruiting experience across a variety of role types and levels.
• Strong written and verbal communication skills — clear, warm, and without unnecessary formality.
• Thrives in ambiguity; energized by building structure where little exists and comfortable operating without a fully built playbook.

Preferred

• Experience as an early or first HR hire at a scaling organization.
• Experience supporting multiple business entities or brands under one parent organization.
• Background in education, healthcare, or another regulated industry.
• Familiarity with PE-backed company environments and the pace that comes with them.
• Experience supporting post-acquisition onboarding or workforce integration.
• PHR, SHRM-CP, or similar certification.

Core Competencies

• Strategic Thinking & Execution
• Builder’s Mindset & Process Development
• Data-Driven Decision Making
• Employee Relations Judgment
• Ownership Mindset
• People Management Coaching
• Executive Presence & Partnership
• Multi-State Compliance Fluency
• Cross-Functional Collaboration
• Results Orientation

Success Metrics (KPIs)

• ER case resolution time and quality of documented outcomes across all entities
• Zero compliance gaps across 45+ states and multiple operating entities
• Number of HR processes, SOPs, and frameworks built and deployed in the first 90–180 days
• Frequency and quality of workforce analytics delivered to leadership
• Manager satisfaction scores and measurable improvement in people management outcomes
• New hire 90-day readiness and onboarding completion rate across entities
• Rippling data accuracy and automation coverage across the organization
• Regional supervisor and director satisfaction with HR partnership quality
• Time-to-fill and offer acceptance rate for direct-recruited roles
• Successful workforce integration milestones following acquisitions

What Success Looks Like in This Role

Within the first 6–12 months, the HR Business Partner will have done what few people can: walked into an organization with minimal HR infrastructure and built something real. Core processes will be documented and running. Regional supervisors and directors across all entities will have a trusted HR partner they reach out to proactively, not reactively. Employee relations cases will be resolved with speed and sound judgment. Compliance will be ahead of the curve, not chasing it. People data will be flowing to leadership on a consistent cadence, and Rippling will be running cleaner and smarter than before. This person will have made their mark not just by solving today’s problems, but by building the foundation that makes tomorrow’s problems easier to prevent.

Pay: $70,000.00 - $90,000.00 per year

Benefits:

• 401(k)
• Dental insurance
• Employee assistance program
• Health insurance
• Health savings account
• Life insurance
• Paid time off
• Parental leave
• Retirement plan
• Vision insurance

Work Location: In person